Have you ever wondered what makes a job stand out from the hundreds of others on job boards?
It’s how it is written and engages the candidate to click and fill out the form.
What is a Job Posting?
The job posting is a means for employers/companies to announce their open positions for employing job seekers. A job posting is customized to assist the organization in attracting great applicants.
Initially, job postings were published in newspapers; businesses now list job postings on job boards and career sites.
If the job seeker visits or clicks on your job posting, you are one step closer to converting a candidate into an applicant. But what if your job posting doesn’t provide them with the correct information? Unfortunately, they might leave the page instead of applying.
Therefore, the job postings must give out the information that your prospects want. Most of the information will be present in your job postings’ job description and skills section.
The Difference Between “Job Posting” and “Job Description”
Did you know there’s a difference between a job posting and a job description? Several people confuse job postings with job descriptions, thinking they are similar!
A job description is an internal document that explains the responsibilities, working conditions, and other nuances associated with the job.
A job posting, however, is an advertisement meant to attract candidates.
What to Incorporate in a Job Posting?
A well-crafted job posting is crucial to attracting quality applicants. Therefore, a job posting should clearly explain the open position and describe whether skill-based hiring is required or educational qualifications are needed. Essential elements of job postings include:
- A summary of the job and related expectations
- Information about the organization
- Experience required for the role
- Location of the job
- Skills needed for the job
How To Write a Good Job Posting?
- An innovative job title
Ensure that you mention a suitable job title that job seekers search for. You need not come up with outlook box ideas; instead, you can use conventional terms to seek attention. Adding a suitable title increases the chances of numerous job seekers seeing your job posting, which in turn improves the application rate.
- Appropriate keywords for the role
Your job posting should also include commonly searched keywords and phrases. The keywords are standard terms used by job seekers to search for jobs they want.
If you use relevant keywords, you are more likely to show up in job seekers’ search results. Furthermore, it’s a great idea to include industry-specific words that are crucial to the position. For example, have both “hiring manager” and “personnel manager” or “accounts executive” and “accountant.”
- Describe your company
Be sure to include a sentence or two about your organization so that the candidates know what they’re in for. Describe the company’s mission, values, and corporate culture in addition to what the company does. Mention awards, honors, or recognition your company has received over the years.
- Specify job responsibilities
Clearly outline the primary duties and responsibilities of the position in brief. Also, emphasize the tasks that may be unique to your organization. For example, if you are hiring for a “Content Writer” role, and the position requires social media expertise for employer branding, include this detail to make sure candidates know the requirements and decide if they’re competent.
- Salary info
We know mentioning salary can be a taboo subject. Some organizations refrain from mentioning pay information as it’s a deterrent when it’s time to negotiate an offer. But, it is a good practice to mention salary information in the job posting as only relevant job seekers will apply, and the rest will be filtered away.
Points to Keep in Mind Invest in HR Automation Tools
Are candidates leaving your site because of the ambiguous job description? How do you ensure that your job description looks clear and convincing? A JD parser is a perfect solution to this challenge.
A JD parser extracts data from a job description and saves it in pre-defined attributes. The final output will assist you in finding quality matches by using it against the candidates’ profiles.
The real-time processing of job descriptions offers several benefits to recruiters and HR professionals, including expanding their candidate search across the globe.
Remove Unconscious Bias
There’s an increasing trend in using words such as “ninja,” “guru,” and “rockstar” in job postings. But do you realize these words can drive away womenfolk? So, use a gender-neutral tone that is convincing enough for all genders.
Mention Skills/Qualifications Required
When writing a job post, don’t forget to mention whether the job is skill-based or qualification-based. A skills-based hiring approach can remove obstacles for candidates that might not have a four-year degree. Also, a skill-based hiring model increases the size of the talent pool for hard-to-fill roles.
What not to Include in a Job Posting?
According to CareerBuilder, a job posting can leave out the below mentioned two points:
Draw a line and figure out what to include and what to omit. More information means longer job postings, which can turn off the candidate.
Don’t set any false expectations that you or your company won’t be able to meet. The tactics may seem profitable at first, but in the end, you may end up attracting the wrong fit.
Generally, people skim and scan job postings, which is why you should format yours in a way that makes it easier for them to read and digest the information, such as splitting up your posting into smaller segments with subheadings. Use a bulleted list to mention job responsibilities and desired qualifications. Small changes make a huge impact!
Nothing matches a concise and straightforward job posting. A long and confusing job posting is sure to turn the candidates away.
If you face poor results from your job postings, it may be time to review and revamp how you write them.
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