by Agata at Now Learning
If you’ve had to repost a job listing due to a tepid response, it may be time to take a closer look at your listing content. Does the ad use language that could be a turnoff to potential candidates? Did you promote the listing adequately using social media channels? Will a candidate understand who you are and what your brand stands for when glancing at your listing? It may seem like a lot of thought to put into a basic “help wanted” ad, but the more specific and unique you can be with your listing, the more likely you will be to pull in serious, qualified candidates. With that in mind, here are a few tips to consider.
1. Don’t be overly generic.
If you’ve worked in recruiting or HR, you know just how off-putting a generic cover letter can be. You know the one – the one that is clearly being fired off to hundreds of HR managers without editing. A candidate could be quite qualified, but this type of approach makes it seem like they want any position rather than the position at your company. Don’t make your job listing the equivalent of a “to whom it may concern” letter. Make sure it’s unique, telling the audience what they really need to know about your brand and the job opening. It should spark interest and open up a dialogue.
2. Stay true to your brand.
At the same time, don’t get so caught up in writing with pizzazz that you misrepresent your brand. Your listing should be an extension of your company’s brand, and it should make a great first impression in the same way a piece of advertising would. The candidate should be able to get a grasp of what your company’s all about within the first few sentences.
3. Use a human tone of voice.
You only have a few seconds to make this great first impression. Candidates skim dozens, if not hundreds, of job ads per day. Don’t sound like a robot with the content’s tone, stuffing the listing with industry buzzwords. Ditch the overly corporate jargon while still keeping the tone professional, so that the listing is meaningful.
4. Be realistic with job requirements.
It’s easy to get carried away when you’re trying to find the perfect fit for your company. While it’s only natural that you want to hire someone who ticks all the boxes, don’t write out a laundry list of requirements that’s impossible to meet. You’ll turn off qualified candidates who might otherwise meet 80% of the requirements. Remember, a good candidate can be trained on the job. Consider a training and assessment course to help you learn how to ease new hires into the company and keep skills up to par. At the job listing level, you could instead list preferred rather than required skills to draw in a wider range of applicants.
5. Spread the word.
You may have crafted an accurate, irresistible job listing, but if no one finds it you’ll still be working with a quite limited pool of applicants. Post it on the usual job boards and on your website, but also think about posting it on social media. Use LinkedIn, Facebook, and Twitter to share your opening and you’ll widen the net.
By putting a bit of time and effort into your job listings, you’ll attract the same amount of effort back from talented potential team members.