Getting poor response to job advertisements? Unimpressed by the quality of your recent applicants? Experiencing new hire dissatisfaction? Hard to believe, but you can trace almost all these problems back to your organization’s job posts! Creating effective job advertisements can be the difference between uninspired applicants and the star employees you’re looking for. When your job posts have these seven traits, you’re more likely to find the best employees for your positions.
1. Treat Job Posts Like PR
Thinking of job posts like public relations campaigns may seem strange, but when you treat potential employees like customers and clients, suddenly your job posts sound very different. Job advertisements should look and sound as pleasant and positive as your advertising campaign if you want to sell your organization to top-notch employees. Emphasize your organization’s best qualities, and above all, make the job sound so fantastic that even those who aren’t actively looking for new jobs are impressed.
2. Incorporate Your Organization’s Mission
If it’s been a while since you looked at your organization’s mission statement, now’s the time. Your employees should be working to fulfill your mission, and job posts should make that clear. Mission statements have a vision for the future, and so should your job advertisements, making it clear to job seekers that you are invested in providing great service and want only the best for your organization.
3. Don’t Just Restate the Job Description
The stars in your organization’s field will expect more from a job post than just a dry list of job duties and educational and experience requirements. Pull out the most important aspects of the job description and the job requirements, but that’s it — great applicants will take the time to seek out more information about your organization and the job that’s being advertised.
4. Accentuate the Positive…
Consider the best qualities of the job you’re hiring for, and let those lead your job post. Ask current employees in the same position what they like best about their jobs, and emphasize those aspects in your advertisement.
5. But Be Realistic!
Yes, you’re selling this job in your post, but don’t make things sound too rosy or you’ll have very dissatisfied employees on your hands before long. If employees are expected to work nights and weekends regularly, say so in the job post. If lots of travel is required, don’t say “occasional travel.” If “flexible schedules” means four days on/three days off in rotation, then make this clear. By doing so, you’re more likely to get applicants who don’t mind or even enjoy the more challenging aspects of the job.
6. Let Potential Employees Know What You Can Do for Them
From your benefits package to your fun work environment, a good job post sells employees not just on the job, but on the things that make your organization a great place to work.
7. Go Where the Action Is
One of the secrets of the most effective job advertisements is placement — you want to post them where the best candidates are looking. Start with your website and your social media outlets, then go to professional organization websites, college and university job boards and community job banks. Don’t forget to ask your best employees how they found out about their jobs, and place ads there, too.
Increase your chances of finding star employees for your organization by going to the recruiting experts. Staffing Partners website and staffing professionals can help you with all aspects of recruiting, from creating job advertisements to filling unexpected staffing shortages. Contact Staffing Partners with your staffing needs today!
