3 Easy Ways to ControlYour Job Posting Results

If you recruit...

you know the term “post and pray”

If you recruit...

you know the term “post and pray”

post and prayv. to place a job ad on an online job board and hope that great candidates respond with the right qualifications.

post and pray implies that:

post and pray implies that:

● You have no control over results

post and pray implies that:

● You have no control over results

● You can’t predict who or if anyone will apply

post and pray implies that:

● You have no control over results

● You can’t predict who or if anyone will apply

● You can only hope the right candidates find your posting

post and pray implies that:

● You have no control over results

● You can’t predict who or if anyone will apply

● You can only hope the right candidates find your posting

● And you must pray they actually apply

As recruiting experts, we tend to disagree.

Because we believe you do have control with simple adjustments like:

Using strategic keywords

Writing brief job descriptions

Setting the right expectations

Why?

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These fixes can meanthe difference betweena rush of unqualified resumes and a steady flow of qualified talent.

So let’s get started!

How?By putting a keyword in the job title

This: Cable Technicians - Paid Training

Not this: Get paid to learn a skilled trade!

Use strategic keywords

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WHY?

Because job seekers use the most popular terms to find jobs.

When you use a common keyword in your title - you increase the odds

of job seekers actually finding it. ●●

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How?By including brief, critical information.

This: We are looking for a talented CSS/HTML developer to join our team. This role will require someone who is willing to roll-up their sleeves and dig into a large number of web-based, product and design builds that require a balance of speed with attention to detail as well as be flexible to the changing needs of our clients, our job seekers and our internal teams.

Not this: Development (i.e. reads, writes, extracts and/or reports from individual file(s); creates and/or

modifies existing program modules [the creation of static content or graphics related to web-design is not software development]; complies with software reusability guidelines; uses report generators, data manipulation tools, data query tools, program tracing/debugging tools, software development tools and versioning tools as required; learns and acquires new skills via training, seminars, self-directed study, research of published materials, etc.; applies development process). Testing and implementation…

Keep job descriptions short

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WHY?

Job seekers—like most web users—skim information rather than reading it.

Keeping job ads short and to the point helps job seekers to easily

find the important stuff.

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How?By separating your “required” qualifiers from your “wish list”

This: Required Skills: Knowledge of JavaScript (not just jQuery) Comfortable writing custom JavaScript components and plugins. Experience with using HTML5/CSS3, ideally with a preprocessor (SASS/HAML).

Preferred but NOT Required: A highly iterative approach to problem solving. Write eloquent and fast code that improves the code-base of our products in meaningful ways.

Not this: Knowledge of: computer and electronics, oral and written communication tools and techniques, customer support

and personal service, state and agency policy, procedures and applicable laws*, vision, mission and goals of agency*, software development principles and methods for design, development, testing and implementation of new or modified software, commonly used query language, mathematic principles relative to assigned area in IT. Reading comprehension, speaking, service orientation, and troubleshooting.

Clarify skills & background

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WHY?

Clarifying the deal-breaking requirements sets the right expectations for job seekers.

Highlighting your “wish list” helps to attract those extra special candidates.

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Stop posting blindyTake the right steps to help predict and control your job posting results.

Ready to Learn More?Read The Art of Writing Effective Job Postings

About

Founded in 2000, Recruiting.com helps companies compete for talent.

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Speak with a recruiting expert: Call 888.637.3895 or email info@recruiting.com

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