The Internet makes it easy to put a job posting in front of hundreds of thousands of jobs seekers, so it’s important that you take the time to craft yours so it stands out to the top talent. Don’t forget that your job posting is an advertisement for you, your company, and your open position!
Take Time with the Title
This is the first impression – don’t be afraid get creative. If you want a candidate to click on your posting, make it worth their while! Whether you are a fun start-up with room for growth, or a serious company looking for years of experience with an emphasis on professionalism, you need to get them to click! Your posting title doesn’t have to match the position title, so make it click-worthy. It is also important that the title is search friendly, so micro-target your future employees.
Be Specific, for Your Sake and Theirs
If you are vague about the duties entailed, you will be bombarded with resumes of candidates that are clearly unqualified. By taking the time before posting the job to sit down and map out the responsibilities of your hire, you will be able to keep the excess resumes out of your inbox. This small step will give you more time to focus on finding the perfect hire.
Cut the Jargon, for Clarity’s Sake
It’s easy to forget that the terms and lingo used by your company are not a universal language. Have someone who does not work at your company read over your job posting to make sure it is clear. While you may think you are removing unqualified candidates, you may just be alienating those who have the skills with a language barrier.
Draw the Skills & Experience Line
By stating your required qualifications for the position, you will also weed out undesirable candidates. Your position may have space for training, but there are always points you won’t compromise on not matter his or her experience. Be clear and stand firm.
Make the Candidate Show & Tell
No matter the skill or experience level of a position, you can always find ways to challenge the applicants. Creative positions can ask for ad copy for a certain situation, sales reps can be asked how they deal with a difficult client, and social media marketers can be challenged to present their ideas for an imaginary campaign.
A well-written job posting can practically eliminate the need for a first round of interviews. This all hinges on you knowing exactly what you are looking for, being clear about your ideal candidate, and asking the right questions. While it may be easy for you to write a three-page job description, remember to take the time to cut it down to a readable length. The aim is to entice, not intimidate.
Madison Approach 