Finding the right employee for an open position in your company is more difficult than ever. The competition for top talent is intense, and with the latest job figures showing the nation’s unemployment rate falling to 3.8 percent in February, it won’t get any easier.
These statistics are good news for those looking for work, but for employers, this means there is a shallow talent pool. So, how do you snag good people in this competitive environment? Well, the first thing to examine is the first thing candidates see—your job postings. Are they attracting good candidates by standing out, or merely blending in with every other company’s ads?
Here Are a Few Suggestions For Getting Your Job Posts Noticed:
Write Attention-Grabbing Ads
Top-notch talent is attracted to a top-notch ad. Keep these hints in mind:
- Make sure your grammar and spelling are This piece of advice might sound basic, but you can rob your ad of a professional look with just one careless mistake.
- A wall of text can repel some applicants. Short bullet points usually work much better at keeping their attention.
- A large part of your ad should describe your company’s core values, culture, mission, and why it’s a great place to work.
- Talk directly to the applicant to keep it personal.
Consider Using Images
Transparency is popular today. Your company can achieve it with pictures of the office, the machinery, or the building itself. Candidates can develop a higher level of excitement or comfort by seeing what it could be like to work for you.
You could also use a video link for a behind-the-scenes look at your workplace. You could have some of your key people give short testimonials to give candidates a glimpse into your culture and brand.
Keep the Job Title Simple
You’ve probably noticed a trend toward catchy job titles that contain words like guru, rock star, ninja, or wizard. While these titles might attract some attention, simple job titles typically work better. That’s because many job seekers search job boards by position or keyword, and “Human Resources Manager” is easier to find than “HR genius.” You also provide a clearer picture of what you are looking for, which will appeal to the serious-minded candidates.
Don’t Go Overboard on Required Skills
It’s understandable that a company would want to list all of the skills that would be required to do the job effectively. But an overly comprehensive list can turn away some qualified candidates. They could be discouraged to apply because they don’t meet every requirement on the list.
It’s likely that some of those “required” skills could fit into a group that could be labeled “good to have.” You could make the list less daunting by dividing it into those two categories: Essential skills and desirable skills. You won’t scare away any qualified applicants, but you will still make your expectations known.