4 Reasons Jobseekers Think Most Job Postings SUCK!
Many employers bemoan that it is hard to find ‘good talent’, yet a lot comes down to how you are approaching the recruitment exercise that may well be the initial problem. Good companies fail to attract the right people, and it can start with your job posting.
These are the top 4 reasons job seekers think your job postings suck.
1. Pitched At The Wrong Audience
A lot of job postings on job boards use an outdated language style, or job posting structures that target the wrong audience. Millennialsxxxx study reflects that currently 43% of the work force is Gen Y, yet most job postings are still using the same language and structure that Gen X’s and Baby Boomers are used to. Hiring managers and HR should think about who the audience is they want to attract. Whilst you can’t discriminate by age, you can adapt varying language styles to speak to a certain audience you want to attract.
2. Use a Demanding Tone
Being dictatorial in the tone of your job posting is an absolute turnoff for job seekers and can leave candidates wondering what kind of autocratic psychopath they may be working for. Once again, out dated writing styles that use such terms as ‘You will be’, ‘you must be’, or ‘you will have xyz skills’ is patronising, and is all so school-marmish. Instead, use language that helps create a positive and balanced tone. That is, recognising what you need, rather than what you are demanding. Examples include; ‘we need your sound knowledge of…’ or ‘ you can enjoy exercising your strength in management accounting’, for example.
3. Fail to Nail the ‘WIFM’ Factor.
Similar to point two, failing to follow through with what you have on offer to candidates. Satiate the candidates ‘What’s In It For Me? question, by selling ‘the sizzle, not the sausage’. Many job postings waste 80% of the job post space with pretty obvious information. For example, a seasoned Accountant seeking an accounting role generally understands the make up of the role intimately. Don’t waste the space on standard tasks of the generic role, instead play up the unique factors of the role that set it a part from the ordinary, average, garden-variety accounting role. If you are limited here, then play up the culture and benefits with ‘what is in it’ for the candidate to spend the best days of their lives working at your company for.
4. Being Scarce On Basic Information.
I recently saw a job posting for a Sales Manager that was very limited in the basic core information. This included not listing job location, no salary range, or even the industry the company was in. The rationalisation may be that only sales people who are really driven will seek to find out. There wasn’t even a phone number or a company name to enquire at. So unless they were after mind readers, limiting basic core information will just motivate the job seeker to move onto the next job ad, leaving yours with either a poor response rate, or a short list of the very desperate of job seekers who will apply for anything.
Anne-Marie
For free ebooks on the 15 Failures Managers Make When Hiring and Poaching With Finesse visit www.corporatecanary.com.au/free-reports
Anne-Marie Orrock
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.
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