The Internet has made it much easier for job seekers to apply for jobs … perhaps too easy. In just a matter of clicks, candidates can flood human resource departments with applications.
As someone in a hiring capacity, you want to get a good pool of interested talent — but having to weed through hundreds of applications can be quite cumbersome. So how can you put your best food forward to maximize responses from qualified applicants?
The key is to write an effective job post. To do this, begin by providing the position’s title, followed by what it entails and the daily job requirements. Avoid corporate jargon, acronyms, and abbreviations that someone outside of your organization might not understand.
Be sure to mention if any degrees are required, specific experience—including the number of years in certain posts (such as managerial roles), and technical and soft skills (such as proficiency in Microsoft Office, working as a team member, excellent communication skills, etc.) that are necessary.
You’ll also need to include some specific details, such as location, and you might want to mention if it’s a salaried or hourly position (and if so, the number of hours per week). Be upfront about the schedule, particularly if the job involves evening or weekend work, which may deter some candidates. Disclose additional details which may be discouraging. There’s no use wasting their time and yours if a certain requirement would be a deal breaker.
Another facet of the ad is to entice candidates to your company. Include a succinct overview of your organization and its mission. Note what differentiates your business as an employer and any accolades it has received, such as placement on the list of top 100 places to work in your state. Providing information about your company’s culture and values can be helpful in discerning a good fit, as well.
You’ll also want to briefly share some benefits you offer, such as a 401K plan or profit sharing; generous vacation time; medical, dental, and vision benefits; flexibility to work from home; and perks such as an onsite cafeteria, gym, or daycare.
In addition to the post’s content, keep some tips in mind when writing it. Avoid addressing the reader as “the ideal applicant or a successful candidate,” instead refer to them as “you.” For example, don’t write: “the successful candidate can type 60 words per minute.” Rather, use: “you should be able to type at least 60 words per minute.”
Make it easy to read, as candidates will likely scan it initially. Use bullet points, italics, boldface, paragraph breaks, and so forth in order to achieve this. Be professional in everything you write in an effort to engage top talent. In addition, include keywords for search engine optimization, such as the job title and location.
Include instructions on how to apply. You may want to request that the applicant submit a cover letter, complete an online assessment test, or send samples of their work (such as a report they wrote, graphics they designed, etc.)—in an effort to assess the candidate’s aptitude initially and deter candidates who are on the fence about applying and won’t want to spend time on this.
Another way to deter a flood of unwanted candidates is to clearly state that “only applicants meeting the requirements will be considered.” And if you don’t want any follow-up calls, state “no phone calls, please.”
Finally, include your company’s logo to add credibility and enhance your brand.
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