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So you’ve started your recruitment campaign, now what? Well, you need to tailor your job posting to appeal to your target candidates, but there’s a big difference between job ads that are simply seen online and ads that actually turn into real applications.
The best job postings take into account that when potential applicants look at your open position, they are most likely blind with little knowledge of your company, its culture and the demands placed on your employees. In fact, research from the Candidate Experience Awards shows that 48% of all online applicants have no prior knowledge of your company – so it’s up to you to recruit them.
This means you shouldn’t be too generic when creating a job posting, as we know you want to reach as many prospects as possible, but listing is useless if it doesn’t attract the right candidates for your job. Your listing still needs to stand out from thousands of posts across the web and be engaging to read, but there are ways to make it unique to your business and industry.
If you market yourself well online, you will find qualified candidates just as you would recruit in person. Here’s what you need to know. Not sure where to start? Here are our top tips and tricks for writing an outstanding job posting, as well as some websites that will make the posting process even easier.
1. Join job posting sites with job listing support
To find the most qualified candidates, make it easier for yourself and create a listing through job posting pages. Not only are most job sites free for job seekers (which encourages them to apply), many job sites offer premium corporate services that allow you to filter for required qualifications and have a resume database on hand to help you find them right candidate.
There are hundreds of sites to choose from, but you need to consider if you want a site that allows you to customize job postings so you don’t have to start from scratch. A particularly helpful site is ZipRecruiter, which provides customizable templates for job descriptions, various positions, and screener questions that simplify posting job openings so you can create them quickly and hire them on the fly. You can also remove a job ad and exchange it for a new one when the vacancy is filled, so you no longer have to wait a certain number of days to keep an ad online.
There are two plans available, a standard and a premium job listing plan. Although they don’t list their official prices online, the default plan is for a more budget-friendly attitude, offering you distribution across 100+ job sites, unlimited candidate applications, and a reusable job slot. Before you start looking at your qualified candidates, you can always try this #1 rated hiring site for free with ZipRecruiter free trial plan.
2. Use keywords to your advantage
Optimizing your job posting with keywords and phrases is important not only for your listing to show up in relevant online searches, but for your ad to be seen by as many relevant candidates as possible. While you may think that broadening your job title and description will result in higher views, it pays to be specific in key areas of the job posting so only job seekers with the most relevant experience in their field apply.
One way to do this is to stay generic in the job title, e.g. B. “Sales Manager” instead of “Retail Sales Expert” but be specific in the actual description itself in terms of job-related duties, required skills and tools. Check if your job posting page has customizable templates to help you with this.
ZipRecruiter
3. Structure your ad to make it stand out
While you should make your listing attractive, you don’t have to structure it like an ad — it can be as simple as encouraging people to apply by presenting the right information in the right format. First, you should structure your ad with headings (no bullet points, they look too unprofessional) so readers know what to look for and don’t skim your listing.
As mentioned earlier, don’t assume that your applicant knows anything about your company or the job itself. Make sure you explain your company’s mission and why they want to work there. Keep it candidate-centric and share the “why” about why you are hiring for the job, but also what your “ideal” candidate should look like. Include a section about basic education, experience, or other requirements and, if possible, describe the salary range and benefits. This makes your ad much more enticing to applicants, but it balances expectations on both the employer and applicant side.
4. Customize your social media listing
Today, a good portion of job seekers hear about job openings on social media, so make a list that reads just as well on a job board as it does on social media. Be sure to post current job openings on your social media feeds such as Facebook, Twitter, and LinkedIn and link to your company’s application page.
Do you have a position that is particularly difficult to fill? In the post-pandemic market, it will eventually happen. You can narrow your search for the most relevant candidates by posting the job to specific job groups for your area of expertise or by using targeted hashtags in the job listing itself, such as: B. #journalismjobs or #nycjobs.
There are also tools such as ZipRecruiter‘s “TrafficBoost” that give your job posting a little extra boost, including increased placement and visibility on linked job boards. TrafficBoost also helps in getting more exposure without solely relying on your SEO skills as the tool will promote the position until it gets the desired number of views (100-300 views per post) or for up to 30 days .
5. Define the application process within the listing
Ideally, candidates should be well informed about what happens after their application. Give people an idea of how many steps the application process involves (is there an ability test? A phone interview and then an in-person interview?) so that the applicant can meet their expectations. Also, qualified prospects are far more likely to reach out if they know, for example, that you’re hiring immediately, or that they have time to prepare for the length of the process.
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