Jazz Up Your Job Postings

by Liz Carey
Recruiters are in a precarious situation – top talent is hard to find, and candidates are getting increasingly picky with their job searches. As a recruiter, it is no longer enough to simply copy and paste a job req from your client to a job board and cross your fingers.
You have to market your clients’ jobs to make sure it stands out from the rest. Focus on the message itself and don’t cut and paste a long drawn-out description. According to Marcia Bateman, engagement specialist at NPAworldwide, “Nothing bugs folks more than a job order that says things like; must be able to sit/ stand, good communication skills, proficient at Excel, etc.”

Use the Job Description field to get the most important information visible immediately. Here’s an example:

Repeating the title can improve the SEO for a job posting. This example also clarifies location very well, including the geographic parameters for remote candidates. Finally, instead of a laundry list of qualifications and requirements, provide the most critical requirements early. This helps trading partners focus their recruiting efforts appropriately. And, for any postings that are posted publicly or on job boards, this is super-helpful for candidates as well.

In addition, focus on what the candidate really wants — and Covid has caused top talent to seriously re-consider their priorities. Candidates want more than just a decent salary, they want flexibility for their family matters, paid vacations, and good benefits.  Play up all the good features of the job, the company, and the area where the job is located – this helps “sell” the job.

Similarly, if you are part of a split placement network, you still have to write compelling job descriptions that gets partners excited to work your jobs. Because there are lots of needs right now and not a lot of candidates, exporters of candidates can be picky and choose what they want to work on most. Let them know that your client is committed to filling the job, and that you will provide prompt feedback if they take the time to work your job.

Make sure to include industry buzzwords and keywords so your job will be included in any type of search alert that recruiters and/or candidates have set up.

What Does Your Super Bowl Ad Look Like?

by Liz Carey

For the 2018 Super Bowl, marketers paid more than $5 million per 30-second spot to capture the attention of more than 110 million viewers, according to Sports Illustrated. Advertisers vied to win over audiences with memorable messages… similarly, recruiters do the same thing. How do you differentiate your message so yours is the one clients and candidates are talking about at the water cooler the next day?

You want to be talked about and remembered like the Budweiser Clydesdales ads, or this year’s NFL ad with New York Giants quarterback Eli Manning and wide receiver Odell Beckham Jr. performing the choreography from the movie “Dirty Dancing.” If your ad isn’t noticed, you’ve wasted your time and money.

If you’re trying to attract top talent who are already employed (passive job seekers), then it’s critical that you stand out from the crowd. Read the rest of this entry »

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