Writing a successful job posting Email
Tuesday, September 27, 2016 04:00 AM

Phone with want adOnce you know which jobs need to be filled, what you are able to pay, and how to describe the job, it’s time to get the word out. Writing a truthful and enticing job listing is a crucial step in your recruitment strategy and should take some thought.

Sell the job—and your business

About the company
Explain a bit about your company, its mission, and its goals. An ad for a job should talk about the job, but it should also sell your company. Shift focus from what candidates need to prove to you to get the job and show job seekers why they should want to work with you. This is especially important when there are more available jobs than job seekers.

This is an opportunity to reinforce your company’s brand and brag about employee perks. In a sea of job listings that sound similar, small perks like fitness club discounts, free breakfast on Wednesdays, or company softball leagues can be what separates your business from others.

Job Title
As with a job description, the job title should be helpful to applicants. A 2012 study by Monster revealed that 64% of job seekers would not apply for a job if the job title was unclear.

Think of this as your headline—it should create interest, but it should also help the reader understand the job.

Responsibilities and duties
Be sure to list the most common tasks required by the position. Once again, avoid jargon. If you’re looking for experience, using some industry-specific terms is fine. But if you’re willing to hire for attitude and train for skills, using too much jargon could alienate those candidates.

Be specific and use clear terminology. For example, DO: Mow lawns, repair irrigation DON’T: Landscape maintenance.

If you’re advertising the position online, using keywords can be helpful, too. Think about the terms that your ideal candidate might use when searching an online job list.

List the required skills, credentials, licenses, and/or certification required for the job.

Salary Range
To post a salary or not to post a salary—that is a big question for many professionals. Some recruiters fear that posting a range could insult someone who is not offered the top of the range, or that someone who is offered the top of the range might not see any room for growth or advancement.

But other HR experts believe that sharing a salary range or starting salary can help streamline recruitment. If a job seeker is unwilling to accept a salary within your range, you both can save time spent on applications and interviews by posting the range in a job listing.

Application process
You should also be clear about the terms of employment. Is the job part-time or full-time? Permanent or seasonal? If there are any uncommon attendance requirements (available on weekends or required to work Tuesday through Saturday), it’s a good idea to disclose that information in your job description or in your advertisements. Neither you nor job candidates
want to waste time in an interview if they cannot commit to the required work schedule.

Get more tips on employee recruitment at www.alcc.com/recruitment.

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