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Write Compelling Job Postings That Attract Talent to Your Company

Job Posting

Job postings can be posted in a variety different places. Here are the major choices to consider.

  • Company career portal.
    • Diversity and inclusion specialty sites such as the National Black MBA Association.
    • Social Media- LinkedIn job posting or tweet jobs on Twitter. See job posting guideline suggestion for LinkedIn discussion group in number # 4 a below.
  • (4 a ) LinkedIn user groups – jobs posted in discussion forums targeting the appropriate target market. For these discussions. keep the posting very brief. For example: Immediate opportunity for seasoned MSL Oncology for Southern Florida, Lead KOL (Key Opinion Leader) development on newly launching pipeline of cancer therapies. Must have PhD, PharmD or MD degree coupled with 5+yrs. of oncology MSL experience reply to company job link.
  • (5) Career Builder or Monster, usually for lower level jobs that are not industry specific such as Sr. Accountant or Financial Analyst.
  • (6) Job Aggregator – Indeed and Simplyhired.

Additionally, many of the Applicant Tracking Systems have built into the job posting page, a feature that allows for sharing the job with social media sources such as face book, MySpace, LinkedIn, twitter etc. I recommend as recruiters to cascade your searches to members of your network, and also to have your hiring managers do the same to maximize exposure.

Now that we have just reviewed where jobs should be posted, we can now examine how the job posting should look optically in order to maximize the ability to attract the best candidates possible. Remember your job posting competes for attention with several other similar postings targeting the same talent pool. In essence, you have one opportunity to differentiate yourself. Use this opportunity wisely and you will be rewarded handsomely.

Posting should have as its opening

Every job posting should have as its opening, a robust paragraph which describes the organization’s positive attractive features. If they happen to be the number one manufacturer of semiconductors, mention it, if they are awarded and own the most patents in a particular technology ditto. All these points are selling the position to candidates in a way a typical bland job posting would never be able to.

Job descriptions should spell out in explicit detail the expectations and deliverables associated with that job as well as the impact on the business unit it will support. It should be action oriented and showcase the tasks and desired outcomes in a way that makes it seem awesome for candidates considering making a career change. If the company is a growth phase or moving into new market opportunities, definitely emphasize all of these. The more the responsibilities appear as learning and growth opportunity, the better your responses will be from candidates who will to leave a competitor for your organization.

For the qualification section, be very explicit on the desired degree and number of years experience. Also highlight the areas of core competency required i.e. leading cross-functional teams or consensus building. These competencies are selling points as well.

Finally, make it easy for candidates to apply to Kıbrıs İş Arama the posting. Provide a hyperlink that drives the traffic directly to the landing page where they can access the portal to upload cover letters and resumes accordingly.

It can be said that a poorly written job posting discourages candidates from applying just as much as a well written posting can greatly increase the number of candidates to apply, and in some cases, even entice a candidate to apply who ordinarily would not simply because something in the job posting resonated with them in some special way.

Having said that, making applying to your jobs a painless process as well differentiating it from all the other postings, will greatly improve the caliber of your candidates.

Job Posting Online Plays a Significant Role in Recruitment Today

Have you ever heard of the BBS or the Bulletin Board Job Posting Online System? This is how the early stage of the Internet looked like. This works like your regular bulletin board. Messages are posted and postings are just plain text. But even during this early stage, jobs were one of the most common posts that could be found on the on-line board.

The internet became widely accepted worldwide because it offered convenience and connectivity solutions enabling you to communicate with anybody from anywhere around the world in a matter of minutes and a few clicks of your mouse. An ever-spinning sphere of technological evolution, in addition to job posting online, the Internet has given solutions to niche after niche that are now embedded into different market segments Kıbrıs İş Arama and cultures all over the world.

Greate$st contributions that the Internet

One of the greatest contributions that the Internet has offered cutting across cultural borders is the marketing of online jobs via job posting online. Rarely now do job seekers fumble through the paper for available jobs being offered. Though numerous employers still put job ads in the newspapers majority post their needed manpower on the worldwide web.

Job posting online is conceived as an innovative way of recruiting with tools and filters that will lead you to directly what you really need as an employer. The information highway can help you as an employer also collect a huge database of prospective employees. Job portals constantly seek new applicants to fill its roster so that more and more companies whether big or small continue to patronize and post job listings.

Recruitment used to be a costly, painstaking and draining task. But now finding the right candidate for the job may just be minutes away because of the solutions and the tools that come with on line job portals.

One of the greatest advantages on hiring on line rather than the traditional print and radio media is its wide reach. The Internet can cross-continents in just seconds, giving the employer a deeper database on manpower. It has given countless opportunities to recruit the best of the best in their respective fields irregardless of race, culture and country of origin.

As a matter of fact, on line jobs give its advantages in a symbiotic way. It is free of charge and neither employer nor potential employee is asked to pay when you want to post a job or you want to post your resume. Employers can easily input their detailed job descriptions on qualifications and skills needed for a particular job. Responses on these postings are also received quickly enabling the employer to evaluate all the applicants who could possibly be hired. Job hunters can easily input their resumes on on-line web portals in just a couple of minutes. After which a list of companies offering the related job they may be looking for appear for them to evaluate and check if they possess the needed qualifications and experience to apply for the vacant position.

Savin$gs on cost

At this point the savings on cost does not only benefit the employer but also the job seeker. E-mails and database templates are now replacing the customary ways of printing and mailing application letters and resumes – or submitting them individually to the offices. Also, even if you may not be on the look out for another job posting online because you are just satisfied with the one you have, these jobsites can still update you on current opportunities that you may consider if you are looking for better options sometime in the future.

In this arena, equality rules and job rates are all based on the employee’s qualifications and experience irregardless of race and country of origin. The Internet serves as a bridge that will make the transaction smoother and easier for both employer and job seeker. Regular interview, negotiation and evaluation processes do and will however still apply to job posting online. However, the important evolvement that the Internet has allowed is that as soon as both parties have agreed a mutual agreement, a job has been Kıbrıs İş İlanları created without personal and cultural biases.

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