Companies post a job because they have an open position to fill. In order to attract the right attention, job postings generally need to be tailored to clearly identify the company and position, the duties candidates would be responsible for in the role and the professional requirements needed to apply for the position. But there are a few common mistakes that people make when posting their jobs that may cause candidates to avoid applying.
Here are a few factors you should consider before posting a job:
1) Know the difference between a job description and job advertisement
An job description is typically much lengthier than a job advertisement. A job description is generally for internal use, and explicitly describes every little factor associated with the position in more detail than a job advertisement. These in-depth factors include the working conditions (i.e., office environment, prolonged standing, travelling necessities or heavy lifting), reporting relationships, detailed pay grades including calculations for commission and bonuses, summary objectives, and so on.
On the other hand, the purpose of a job advertisement is to attract candidates and make them want to work for your company. They are much shorter text-wise, and include beneficial features to working for the company (i.e., gym memberships, tuition reimbursements, health benefits, etc). A job advertisement should not include excessive details about the position, but a brief overview of the duties and requirements involved with the role while highlighting what the company offers that makes them stand out from their competitors.
2) Do NOT use a unique job title that is only applicable to the company
When you post a job, you need to think about what candidates are looking for when they type in job titles into a search engine. If you are looking for someone to handle in-person sales at a retail store, they are more likely to search for keywords like “Sales Associate” or “Retail Sales” or “Sales Representative” as opposed to company slang. Many companies have their own titles for various jobs, which is fine for internal use, but you need to think about external candidates when putting up the job. Are they likely to search for this term? What is a more commonly used term for the industry and/or role? Keep in mind that if candidates are not searching for the term, they probably won’t be applying to your job.
3) Do NOT forget to include vital information
Make sure your job advertisement always includes the job title, company name and/or a description of the company, the job duties, job requirements and the application instructions so that candidates know how to reach you. Leaving out one or more of these components may cause confusion or frustration among candidates, and they may not apply to your job. A job that has requirements but not duties will leave candidates wondering what they would be responsible for in that role.
4) Avoid messy formatting
You want to make the job application process as easy as possible for candidates. A job that is easy to read will allow candidates to quickly determine whether the role is for them, and apply seamlessly. Make sure you include bullet points where needed and make use of bolded, italicized and underlined fonts to efficiently organize your posting. Correct spacing is appreciated.
5) Make sure your content is realistic
Does a Sales Rep who makes $30K a year really need a Masters degree and 10 years of relevant experience? Before you post your ad, make sure the content is feasible.
Avoiding the above mistakes will not guarantee that you receive candidates, but increase the potential of you finding the right talent. If you need help writing or reviewing a job posting, NetHire’s Response team has your back! We review all of our client’s job postings. Learn more about how unique our process is by contacting a sales rep today: (800) 973-4641.