Did you know that 75% of job seekers abandon applications due to poor job descriptions? [1] The stakes are high, and a rushed job posting can cost your company valuable time and resources. That’s why it’s essential to take the time to create job postings that attract top talent.
Whether you’re getting inundated by applicants or simply not getting enough, here are some key considerations that can help you create job postings that attract and compel the right candidates to apply.
8 Tips to Help Revamp Your Job Posting
1. Clear and Concise Job Title:
Focus on the job: Keep the title focused on the job’s primary responsibilities and roles.
Be brief and authentic: Keep the title short and sweet and use language that has broad appeal. Longer titles can be confusing and create uncertainty.
2. Focus on the Candidate Experience:
Use strong, active verbs: Instead of “responsible for,” try “leads,” “drives,” or “manages.” Instead of
Highlight the impact: Explain how the candidate’s work will contribute to the company’s success.
3. Tell a Story:
Create a compelling narrative: Describe the role’s context and challenges.
Use storytelling techniques: Share anecdotes or examples of the team’s work.
4. Optimize for Search and Discover:
Use relevant keywords: Incorporate industry-specific terms and job titles and build them into your behind-the-scenes search engine optimization (SEO) strategy.
Optimize for mobile: More and more job seekers are job searching from their phones. Work with your HR department to make application forms easy to fill out on smaller screens.
5. Be Specific and Honest:
Clearly define responsibilities: Avoid vague or generic statements.
Be transparent about the role: Don’t oversell or undersell the position.
Include salary range (if possible): This can attract qualified candidates and save time.
6. Highlight Company Culture:
Highlight employee benefits and perks: Showcase opportunities for professional development and career advancement. Detail the benefits and perks offered.
Share company stories: Highlight employee successes and contributions. Consider incorporating images or videos that showcase your company culture.
Encourage questions: Invite candidates to learn more by providing contact information to potential candidates
7. Competitive Compensation and Benefits:
Create a dedicated benefits section: Group similar benefits together (e.g., health insurance, retirement savings, time off).
Highlight unique offerings: Emphasize any standout benefits that differentiate your company.
8. Call to Action (CTA):
Clear instructions: Clearly outline the application process and what constitutes a completed application.
Prominently CTA: Ensure the CTA is easily accessible, including on mobile devices.
Employ a Strong CTA: Create a sense of urgency and excitement to get them to apply. Here are a few examples.
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“Join our winning team. Apply now!”
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“Don’t miss this opportunity! Submit your application today.”
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“Ready to make a difference? Apply for this exciting role.”
By adopting a job seeker’s mindset and implementing these strategies, you’ll significantly improve your chances of attracting top talent and building a strong candidate pipeline.
If you’re not getting enough or the right applicants and don’t have the time to optimize your posting, reach out to us today. Hollstadt Consulting has all the tools, resources, and 34 years of expertise to find your perfect candidate. We’re so confident in our craft that we won’t collect a penny from you until or unless we have successfully filled your open role.
Speaking of CTA’s, here are three ways to learn more about Hollstadt Exclusive Search™:
Visit Our Website: Hollstadt Exclusive Search™
Read Our Blog: Hollstadt Exclusive Search™: A better way to recruit exceptional people
Send us an Email: hello@hollstadt.com
[1] https://www.businesswire.com/news/home/20220928005227/en/Poor-Hiring-Processes-Cause-75-of-Gen-Z-to-Abandon-Promising-Job-Applications