Is it feasible that your company is missing out on top talent because of the job postings it puts out there? Want to know the secrets of writing a superb job ad, one that will set your company apart from the competition? Many businesses make common but potentially costly mistakes when posting job openings. If you don’t want to be one of the companies that applicants immediately write off after reading a job post, it’s important to keep that in mind. Be mindful of this if you value keeping your distance from them.
In order to attract the most qualified applicants, you must streamline your job postings as much as possible without losing interest. This is vital in any economy, but more so in today’s competitive job market. Choosing the right business Job posting examples can be useful there.
The Right Job Posting for the Applicants
Each applicant is likely reviewing as many companies and job openings as you are, which might be tens or hundreds, at the same time. Potential employees will evaluate your company based on the job postings and descriptions you make available on your website.
Start making progress right now by following these seven common sense steps for writing a great job advertisement.
Keep in mind that there are key differences between job postings and actual job descriptions
Many companies make the rookie mistake of just copying and pasting the job description online. The job description is a written document used both for internal communications and employee assessments.
The problem with this approach is that you are sharing information with individuals outside of your business through a document that is normally only shared internally.
A job description would typically include all of the responsibilities and skills required to do the work successfully. In a job description, you can see requirements like “make 20 cold calls per week” or “meet with 10 customers per week.” To provide only one example, “make 20 cold calls per week.”
Keep position labels consistent
Some companies give their workers names that are sarcastic or otherwise subversive. By using vague terms like “marketing ninja” and “data guru” in online job postings, your organisation may make it more difficult to find qualified candidates.
Cliches and industry jargon are easy to fall back on when you’re recruiting for a job you don’t fully understand. However, job advertisements that utilise too complicated, unclear, or informal wording drive off potential employees.
Take out all the abbreviations and acronyms
Unless absolutely necessary, you should avoid using acronyms and abbreviations in your job postings. It’s best to refrain from employing acronyms inside your organisation, since it’s likely that no one outside of your organisation will know what they mean. As an example, although the abbreviation “M&A” may connote “mergers and acquisitions” to you, it may relate to “marketing and advertising” or “managers and associates” to someone else.
Applicants have historically been required to “sell” themselves to potential employers by outlining the ways in which they will contribute to the success of the company. There has been a shift during the last several years. As part of the application process, prospective customers now expect a sales pitch from you.