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That's really what you're telling a potential candidate when you upload your job req to a job board. I came across a blog post the other day on the sad state of job postings and it has had me thinking about what I advise my clients.
The first thing I do when I get a call that they just aren't getting any hits from their job posting is to look at the posting. Did they post a long list of bullet points? Does it follow their branding?
In a perfect world, every job posting would be dazzling and alluring, but frankly, we don't live in a perfect world. Employees give notice at the end of the day or before they walk out on Friday, sometimes without notice. Or, a position needs to be filled quietly before you can let go of a problem employee. Let's face it, hiring needs change at a moment's notice. And writing flowery job postings is probably not a top priority for today's multi-tasking HR professional.
Don't despair. There are a few things you can do to ensure your job doesn't fall into the hideously dull category. First, buy the upgraded job template when you negotiate your job board contracts. It's probably the easiest way to brand your jobs so they match your career site. When you compare the added cost of the template to the cost of wasted postings and time spent viewing unqualified applications/resumes, it's well worth it. Templates provide the ability to standardize basic company information, benefits, company culture and your EEOC statement. Some will allow you to include your recruitment video or a Google map of your location(s)... even ensure your Social Media buttons appear with every postings. Most importantly, you'll know all your jobs (on that site or sites) will have a consistent look and feel and maintain your employment brand.
Now, don't think because you've got the fancy template that you can still upload your three page job req and call it a day. You still need to make each job speak to the type of candidate you seek. Does your job posting really present an accurate picture of what that individual will be doing in that position? What are the expectations of that individual? How will you measure the success of that individual in that position? Are there skill sets that are more important than years of experience? Think about who you really need to fill that role and sell them the job - and your company. Tell them what makes your company unique and why what you have to offer is so much more than a paycheck.
Posting to a site that doesn't offer a template? Have copy written that you can have on hand and use it. If a job seeker is following your postings on various sites and sees that every posting has different company information and the benefits aren't the same, what message does that give a job seeker?
If your issue is that you are receiving too many resumes and not enough qualified, look at the screening methods each site offers. Are you taking full advantage? If you direct job seekers to your career site to apply, do you have a screening application in place? Can your ATS or Candidate Management System (CMS) rank and score applications and / or resumes?
I'll leave it at that for now. I'd love to see your comments and suggestions.

Views: 19

Tags: branding, employment, hiring, job, media, postings, recruiting, social

Comment by Ambrish Kochikar on March 25, 2010 at 11:16am
nice read! :)
Comment by Ginger Dodds on March 25, 2010 at 11:19am
Ambrish,
thanks. I'm looking forward to hearing others' comments on the topic.
Comment by Matej Valuch on March 25, 2010 at 5:19pm
Hi Ginger, this is a nice article. I think you gave her the list of "the must" advices about using job boards - the tool I hope we will not use at all in few years horizon.
To make job boards work effectively for you (on the level they maximally can) takes too much time and money compared to using other much more efficient sourcing methods. What do you think?
Comment by Ginger Dodds on March 25, 2010 at 5:28pm
Job boards can still be effective. With a little training, you can set up search agents to do the work for you, in most cases. But that should not be your ONLY avenue for sourcing. Linked in, niche job board databases, social media sites... all those should factor into your overall sourcing strategy.
Comment by Rob on March 26, 2010 at 6:47am
Hi Ginger, I'm not sure I agree with your comment that "writing a flowery job posting" is not a top priority for HR. If it's not they shouldn't be in HR. Getting top talent in the door is probably HR's most important function. If they can't spend enough time to write why its worth leaving your current job for their company they don't deserve decent applications.
Comment by Tim Collins on March 26, 2010 at 10:30am
We still get some good candidates when we post to job boards. But we try to rewrite and streamline the job post before we post. A long list of bullet points is hardly inspiring. Kind of like of "Death by Powerpoint".
Comment by John Kill on March 26, 2010 at 5:59pm
Even worse than the long list of bullet points is when there is no formatting at all. The whole req is one big, dense cloud of words that leaves you cross-eyed. That def says "Don't apply to this job."

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