By Lee Vikre | @LeeVikre
Recruiting is tough right now! All candidates are pickier – especially the diverse candidates your company covets. Want to see your job postings get better results? Here’s how.
Begin by defining the position. Whether you are a recruiter or the hiring manager, ask these questions:
- If the new hire is successful, what are five to seven things they will have accomplished in their first year? By defining the position in terms of the job itself rather than the qualifications of your desired applicant, you open the possibility of more diverse candidates.
- What are similar positions referred to in other companies? Unusual titles decrease the number of candidates who find you in a search.
- How would you sell the role and the company to a top candidate? Some areas you can focus on are the company’s culture, training, manager/mentor, teammates, flexibility, work-life balance, diversity in the company, the clients they will work with, what makes the work rewarding.
Once you have a solid understanding of what the position is, you can create a compelling job posting instead of a boring job description. Here’s how to structure a compelling posting that people will read and respond to.
- Write for your audience. Think of your ideal candidates. Remember that this is all about what they want, so write from their point of view.
- Keep the posting short so it can easily be read on a phone.
- Keep it conversational. Instead of “the ideal candidate will…”, say “you will…”
- Start strong. The introduction should draw them in. A question can be a great beginning; “Are you a client whisperer who loves to solve problems before they start?” or, “Would you thrive in an environment of prolific creativity?”
- Describe the company and opportunity briefly. Can you cut that boilerplate down to one or two sentences? “We’re a growing digital marketing agency that’s been named one of the best places to work in Arizona, and we need a multifaceted designer to concept and execute outstanding work.” That statement is brief and still speaks to culture.
- “Here’s what you’ll do”: This section is an appealing but concise description of their new job. Hold this to five to seven buzzword-free bullet points.
- “Here’s what you’ll bring”: a brief list of the qualifications of the position. Resist the temptation to weed out unqualified candidates with long lists of “you must haves”; these tend to discourage the best, diverse candidates.
- Closing: Remember, this is a pitch! Motivate them to apply, or at least make a connection with you.
Creating job postings that attract and compel talented individuals to apply is important in this tight job market. But according to the ASA Workforce Monitor survey, 3 out of 4 candidates prefer personal contact in their job search. You can’t rely solely on your career site and job boards. That’s why BestCompaniesAZ offers both powerful online employer brand and career promotion, and we hold live career events for job seekers and employers to connect in person.
Our Diversity & Inclusion Career Event is next, coming up September 26, 2016. Our 2015 event attracted more than 350 diverse job seekers and 25 employers, resource and media partners. To secure your spot for your recruiting team to meet hundreds of diverse job seekers, simply submit this form, or call us directly – 480-545-5151.
About the Author
Lee Vikre – Hiring Jedi
A workplace culture maven, writer, and speaker, Lee Vikre has helped numerous companies develop “best company” cultures and strong employer brands, gaining recognition at the local and national level. Lee has been called the Jedi Master of hiring because of her exceptional recruiting abilities and friendships with people who love Star Wars. Her favorite activities involve matching people with their dream jobs at award-winning best companies, and applauding her clients as they accept workplace awards she’s coached them to win. Lee coaches CEOs but still hasn’t been able to train her three dogs not to bark during conference calls.