Hot on the heals of our recent article “4 Reasons Jobseekers Think Most Job Postings SUCK!“comes an additional article outlining yet another 4 reasons jobseekers may not be warming to your job postings. Read on to see if you can improve your attraction rates with a simple tweak or two.
1. Being ‘Untouchable…’
This is not providing candidates an avenue to enquire further about the role directly, by omitting contact phone numbers, email address, or instructing gate keepers to block calls and redirect them back to job ad and ‘just apply’. Not only does it increase your screening pile of potential misfits, but it is a waste of time, if upon interview you discover you are not in the ball park for their salary requirements, or they don’t have flexibility to travel interstate, if the job requires. You also risk losing better quality, or even passive candidates by blocking access to information and people they want to know about. Many HR and hiring managers don’t have a lot of time to talk to every candidate, however technology these days allows multiple ways to communicate with candidates through videos, podcasts, recorded webinars, that can all be set up once, and then run on auto pilot that can answer their questions, that goes beyond the standard company career site video.
2. Job Postings That Are Too Long.
Just as hiring managers and HR scan and screen a resume in 10 seconds, before deciding to spend additional time on the detail, so too do job seekers when it comes to job postings. Job postings that are excessively long don’t do as well for applications, as shorter, well structured job postings. This is particularly relevant for passive candidates who may just spend a quick 5 minutes, whilst at work, dipping their toe in the job market for a little ‘look and see’. They want to peruse lightening fast for something that may pique their interest enough to go back and search for it again later. Make it sharp and impacting and not a novel to read.
3. Postings That Sound Perfect….
Only to find when they get to the interview it is a completely different role or a vague representation of what was posted. Nothing gets up a job seekers nose more than the run around. Usually it is unintentional, and it is a case of the same job advertisement being re-posted for a job title over a period of years, when in actual fact the job has morphed and changed through various means such as down-sizing, maternity leave replacement, mergers, etc. Ensure that you thoroughly review each job posting for its current relevance.
4. Poor Key Word Use
Finding the right role is imperative to the job seeker, and likewise getting the best candidate is on the top of the hiring managers mind, particularly if your job role needs specialist, niche skills and expertise. However response quality is highly dependent on the job seeker with those specific requirements actually finding your job post. Ensure your job postings are keyword rich for the keywords job seekers will use in their search string, and not what you want.
For free ebooks on the 15 Failures Managers Make When Hiring and Poaching With Finesse visit www.corporatecanary.com.au/free-reports
Anne-Marie is a sought after media commentator on HR, leadership, and business and has appeared in various publications including Sydney Morning Herald, Boss Magazine, NETT Magazine, Marie Claire, CLEO, My Business, Dynamic Business, Cosmopolitan & HR Monthly. In June 2012 Anne-Marie Co-authored ‘Mind Your Own Business’, a guide for small businesses, published by Mithra Publishing in the UK.