Job boards can be a feast-or-famine scenario for employers in the best of times, either generating tons of great talent or filling inboxes with resumes from unqualified spammers. And now that 41 percent of workers say that they're considering either quitting their jobs or changing professions, it's even more crucial for employers to hone their job-board game. After all, backfilling all those workers lost during the Great Resignation will mean they'll have to hire — and fast.
Fortunately, we've put together a handy guide on how to write the perfect job posting to attract just the right candidate. Start with this short video, and if you want to dig deeper, just keep reading below.
why you need a great job ad
In a Randstad report on the impact of tech on today's workforce, 71 percent of respondents said that they spend time job hunting directly on employers' websites. That's a lot of passive job-seeker traffic just waiting to be engaged. But if your job posts aren't up to par, you'll likely have a hard time converting any of them into serious applicants.
It's not just about capturing the potential applicants that come to your site, either. Employees of different generations will be looking in different places for jobs. For instance, a majority of millennial and Gen Z candidates look for work on social media, whereas baby boomers still trust traditional job boards to help them find their next great opportunities.
how to improve your job posts
If you're having little to no success finding candidates through your job board posts, then follow these steps to see if there are any areas where you can improve.
| 1. make your job ad an actual ad |
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Job posts that offer nothing but lists of qualifications and requirements get stale fast. A job ad needs to be just that: an advertisement. It should sell your organization as an employer of choice and get candidates excited at the prospect of working with you. Your job ad should:
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Convey excitement and buzz around your business, its goals for the future and the important role candidates can play in its success.
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Use engaging verbiage — think more “social media specialist” than “office assistant with social media proficiency.”
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Highlight today's most in-demand perks and benefits, like flexible working arrangements (where applicable, of course) and mental and physical health benefits.
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Showcase your commitment to workplace safety and the steps your organization has taken to ensure a safe, healthy working environment.
You want your job posts to be read and easily understood by job seekers, so avoid using obtuse language in your job posts. Instead:
- Stick to simple, functional language that leaves little room for ambiguity.
- Use bullet points when presenting large lists of information like job requirements or day-to-day duties.
- Have some fun in your intro or in the boilerplate text at the end to showcase your employer brand voice and attract like-minded candidates.
| 3. use the right keywords |
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No matter how great the content of your ad may be, if you're not using the right keywords, your ad won’t turn up in a search. The two main areas you want to focus on optimizing are the job title and the main job description.
- Research relevant words and phrases with free software like Google AdWords Keyword Tool to pick the ones that best describe the job.
- Be careful when adding these words and phrases to your job description, however, as you never want it to appear obvious which words you're trying to artificially graft onto the text.
- Practice reading your drafts aloud to identify and remove unnatural-sounding phrases until you find the sweet spot between readability and searchability.
| 4. outline the hiring process |
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Simplifying your hiring process is an easy way to get more qualified applications. Being fully transparent can ease job seekers’ concerns and help them know what to expect.
- Describe what will immediately happen after clicking “Submit” on an application. Who will be reviewing? When can job seekers expect to hear back?
- Let people know how many rounds (and what kinds) of interviews will be scheduled, and who in the organization they will meet.
- Give them information about any additional screenings or background checks necessary, and whether they'll be required to come onsite for a trial period.
partner with a staffing firm
Following these steps will get you on the right track to writing better job ads, but if you don’t have the time to manage applications, or you’re looking to hire for many different positions all at once, then consider working with a staffing partner. Staffing firms can help by:
- sending you qualified candidates from their pre-existing talent networks so you don’t have to sift through numerous responses
- getting the wording right on your job ads from an employer branding perspective can be tricky, but experienced recruiters can help you find people who have the skills and fit into your culture
- providing you with hiring strategies so you can get better at finding and hiring the right kind of candidates
- leveraging a pool of qualified passive job seekers you won't find on any job board
start polishing up your posts
By picking the right keywords and tweaking the language of your job posts, you should start seeing more responses from more qualified candidates in no time. Or if you’re looking for a staffing partner for extra assistance, contact us to start working together today.
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