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5 Tips for Effective Job Postings
You're one step closer to turning a qualified job seeker into an applicant when they click on your job posting to learn more about the position. But, if your job advertisement doesn't give them the necessary details or if it isn’t encouraging enough for them to apply, they will regrettably click the "Back" button and look for other vacancies.
Your job posting should inevitably be attractive and induce the job seeker to go ahead and apply. In this article, we’ve compiled effective job posting tips that will make a huge difference in attracting the right candidates.
A well-crafted job description usually consists of two main components: a brief summary of the role and a list of job responsibilities. The job description should give potential candidates a good idea of what the job entails, without overwhelming them with unnecessary detail. While the content of a job posting is crucial, job seekers may feel discouraged and lose interest if there is an excessive amount of information crammed into one paragraph. Use language that is easy to understand and avoid using industry jargon that may not be familiar to everyone.
Listing specific job responsibilities is an important way to give potential candidates a clear understanding of what they would be doing if they were to be hired. Don’t make a long list of responsibilities; rather focus on listing the top 5-6 key responsibilities you think are highly required or expected of them. List them in bullet points to make them concise and readable. This can also help attract candidates who are genuinely interested in the position, as they will have a clear idea of what they will be doing if they are hired.
After capturing a job seeker’s interest in your job opportunity, the next step is for them to determine if they have the qualifications to apply. To help job seekers assess their eligibility quickly and easily, list down all the skills as bullet points. Outline the skill sets by separating them into ‘must-haves’ and ‘nice-to-have’.
The required skills (or must-haves) will include all the mandatory qualifications that a candidate must meet to be able to do the job. The preferred skills (or nice-to-have) on the other hand will be a sum of things that gives a candidate an edge in the job because it would enhance their performance. Examples of preferred skills would be background in a specific industry or proficiency with a certain program.
Platforms like CBREX streamlines posting a job using screening questions that help you screen candidates effectively and faster.
Sharing information about the organizational values and culture can help attract candidates who are a good fit for the organization. Explain how the position fits into the overall mission of the organization to give candidates a sense of how they will be contributing to the bigger picture. Giving potential candidates a sense of what it's like to work for the organization can also help attract candidates who share the same values and culture.
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