Best job posting

7 clever techniques for writing a superb job posting

1. Understand the distinction between job ads and job descriptions.

One of the most common errors that companies do is just pulling up the job description — the document used to describe the role internally and for performance assessments – and posting it online.

The issue with this method is that you're repurposing a document intended for internal use for an external audience.

A complete overview of all the tasks and criteria for success in a certain role is included in a job description. On a job description, you can read terms like "make 20 cold calls each week" and "meet with 10 consumers per week."

A job ad, on the other hand, is a marketing tool that should depict what it's like to work for your firm in the capacity you're filling. "You'll call on our C-suite-level customers to discuss our new supply chain technologies," for example, would be more acceptable job ad language.

A job description is often a boring statement of duties. A job ad should pique someone's interest in your organization and attract them to apply for your available position.

Nonetheless, your job ad should define the necessary skills and obligations for a position. They should, however, be presented in a manner that appeals to potential prospects and makes them desire to work with you.

2. Maintain conventional job titles

Some businesses establish job titles that are meant to be humorous or to mock tradition.

If your company employs names like "marketing ninja" and "data wizard" in online job advertisements, you may be sacrificing quality prospects.

Using witty job names may help to brighten the atmosphere in the office. However, since job searchers are likely to look for titles such as "marketing director" or "strategic data manager," your ad will not show on their search engine results page (SERP).

Undefined job titles are harmful to search engine optimization. Algorithms are used by search engines and job posting websites to assist them choose the most relevant search results. When candidates look for job positions, titles that are unclear or non-standard will appear lower in the results, if at all.

Remember, there is no need that your internal job title match the one you use when advertising an opportunity. Use a typical job title that potential applicants will recognize and be able to discover when doing a search.

You'll attract more qualified candidates, develop your employer brand, and improve your company's image. If you need assistance, do some research to determine which job title best matches your opportunity, and then utilize that title to attract the finest people.

3. Stay away from jargon, buzzwords, legalese, clichés, and slang.

It's all too tempting to depend on jargon and clichés when recruiting for a job you don't completely understand. However, job advertisements that use too complicated, confusing, or casual wording put off prospective workers.

Buzzwords like "self-starter," "leverage," "execution," "excellent development potential," and "viral" offer nothing to describe the job or a candidate's life if they work for your organization.

Clichés and idioms may often have unintended implications or imply different things to different individuals. For example, "fast-paced" might mean "too much work for too few people." "Be your own boss" may make applicants believe that their employer would never have time for them.

And job searchers' definitions of "very driven" may vary greatly from yours.

Remember that a concise, specific job description reduces uncertainty about what the position should be and whether the candidate is a suitable match.

4. Get rid of acronyms and abbreviations.

With a few exceptions, it's best to avoid using acronyms and abbreviations in job advertising.

Internal corporate acronyms are likely to be meaningless to outsiders and should be avoided. For example, "M&A" may imply "mergers and acquisitions" to you, but "marketing and advertising" or "managers and associates" to someone else.

To optimize readability and search results, industry acronyms and abbreviations should be reduced. One of the rare exceptions to this rule is "IT," which is a well-known and recognized acronym.

Don't forget about the fundamentals of Boolean logic. Abbreviations affect how and if you appear in a candidate's search results.

Assume you're looking for someone with Sarbanes-Oxley expertise and just use the acronym "SOX" in your job ad. You're expecting that every candidate with Sarbanes-Oxley expertise will look for jobs using the term "SOX." Candidates searching for "Sarbanes" or "Sarbanes-Oxley" will not see your job offering.

Abbreviations do not imply that your listing will not be displayed or searchable. Prospective applications will, however, have a more difficult time finding you. This might reduce your chances of hiring the best individual.

5. Promote your organization's culture and purpose.

Traditionally, applicants had to sell themselves to a firm - explain why they are the ideal candidate for the position.

There has been a movement in recent years. In today's world, prospects want you to sell them on your organization.

As the employer, you must quickly get their attention.

Candidates will doubt your corporate culture if your job ad is too stuffy or official. They may assume it reflects their future job experience if they choose to work with you (and be hired).

A professionally worded job advertising, for example, may reflect an unpleasant environment where workers are subject to severe regulations and a litany of limitations in the eyes of a candidate.

And the process of selling your firm does not finish with the online job posting.

It's also critical to have a solid online presence – and to ensure that your job ad and website appropriately represent your company's culture and goal. If you pass the first round with a concise, compelling job advertisement, you must be prepared for potential applicants' next step - a visit to your website and social media accounts.

If your website seems like it was constructed in 1999, or your most recent tweet was sent in 2013, they'll probably pass you over.

These are huge red flags for many applicants. If you haven't invested in a contemporary website or social media platforms, prospects may believe you won't invest in their success either.

6. Check spelling, grammar, and inadvertent prejudice.

Misspellings and inaccurate job descriptions can turn off applicants and undermine your company's image. Would you apply for a position that required someone "capable of destroying an office"? What about applying for a post as a "resauce" or "purrchaysing manager"?

Neither will your potential employees.

Spelling and grammatical errors reflect poorly on your firm, reduce the readability of your job advertisements, and make it harder for your position to be found in a search.

In addition, avoid using terms that imply prejudice in your job advertisements. Use "job applicant" instead of "he" or "she," and "leader" or "chairperson" instead of "chairman."

Don't allow simple mistakes deter qualified people from applying for your job posting. Job advertisements with too many errors may be seen as dishonest, harming your reputation. At least one person should be present in your workplace. Check your job advert for errors before making it public.

7. Make it responsive to mobile devices.

The majority of consumers now use their cellphones for the most of their online surfing. This implies that any interested candidates will most likely view your job advertisement on their phone.

Because of this, your job advertising must be mobile-friendly. Because of the tiny size of these devices, you must use fewer words, shorter paragraphs, and precise message. It is not necessary to detail your company's history from its inception.

Candidates will skip job listings that are excessively lengthy since they will grow weary of scrolling and move on to the next item. The faster you scroll, the better.

Keep in mind that many job seekers will skip through your opening language and go right to the job description and criteria. A superb job ad creates a brief image of the work and includes your business website.

Candidates that are interested in the role will want to learn more about your firm and its culture by visiting your website or job landing page.

While you're about it, try making previous job advertisements mobile-friendly, even if the position isn't presently available. You'll be ready if an employee departs or if you need to fill a job.

Knowing how to produce effective job advertising is just one of many tactics for recruiting and keeping excellent personnel. Download our free e-book, How to Develop a Top-Notch Workforce That Will Accelerate Your Business, to learn more.

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