A job post­ing is often the first impres­sion a prospec­tive job appli­cant has with your orga­ni­za­tion. It’s impor­tant for that impres­sion to be an infor­ma­tive one. Your job post­ings should con­vey why some­one would want to work for your com­pa­ny, what dis­tin­guish­es your work­place from oth­ers, what’s excit­ing about your mis­sion and vision, what you have to offer, and what the job is and requires. Here are a few ways to get bet­ter results from your job postings:

High­light the company’s strengths. Part of the pur­pose of a job post­ing is to sell your orga­ni­za­tion to prospec­tive employ­ees. It’s a sales pitch that con­veys your cul­ture and brand. Be sure to include both tra­di­tion­al ben­e­fits (e.g., insur­ance offer­ings, retire­ment plan) as well as less com­mon, more excit­ing perks (e.g., unlim­it­ed PTO, remote work options, prod­uct dis­counts). You should also men­tion com­pa­ny awards, notable achieve­ments, and career devel­op­ment opportunities.

List the min­i­mum require­ments and essen­tial func­tions of the job. You can also include the full job descrip­tion, if you have the room for it. The require­ments and func­tions you men­tion should be accu­rate and clear. You don’t want to scare away great prospects with unnec­es­sary require­ments, but you also don’t want a lot of unqual­i­fied peo­ple apply­ing for the job.

Include the pay range. Post­ing the pay range of the job will get you 30% more appli­cants. It will also save you and poten­tial appli­cants a sig­nif­i­cant amount of time by allow­ing them to self-select out of the run­ning if the range is too low for their needs or if it clear­ly indi­cates that you are look­ing for a more expe­ri­enced employ­ee. It will also pro­mote trans­paren­cy and help cre­ate a more equi­table work­place, but it’s not a requirement.

Ana­lyze the results of pre­vi­ous job post­ing loca­tions, espe­cial­ly if you paid for them. Con­sid­er not only the upfront fee, but also whether you received a good num­ber of appli­ca­tions specif­i­cal­ly from that source. Were the can­di­dates qual­i­fied? Have you ever hired can­di­dates from this source? There’s no sense pay­ing to post job ads that aren’t bring­ing in good candidates.

Con­sid­er alter­na­tives to where you’ve post­ed in the past. Here are a few options:

  • Over­looked tal­ent pools (e.g., web­sites geared toward cer­tain pop­u­la­tions or groups)—these can be espe­cial­ly help­ful for increas­ing diver­si­ty in your workplace.
  • Com­mu­ni­ty events and job fairs in your area—being able to answer ques­tions about your com­pa­ny and your open posi­tions can help weed out those who may not be a good fit or might not be hap­py in the role.
  • Local schools—many col­leges guar­an­tee a cer­tain job place­ment rate and have an entire depart­ment to help their stu­dents become employ­ees in the indus­try of their edu­ca­tion. Often­times the coor­di­na­tors of these pro­grams will come to you for jobs as well, which is anoth­er direct tal­ent pipeline. Reach out to your local com­mu­ni­ty col­leges or local uni­ver­si­ties and talk with them about any stu­dents that they might have who would fit your job descrip­tion needs. They often also have an inter­nal com­mu­ni­ca­tion sys­tem that can get your job post­ing in front of a lot of stu­dents (or even alum­ni) in a hurry.
  • Pre­vi­ous applicants—even those you inter­viewed who might have been a sec­ond or third choice. You already know they’re inter­est­ed in your com­pa­ny, and you may even have met them face to face. Even if it’s been half a year since they applied, reach out. What’s the worst that can happen?

By Marisa Stoll

Orig­i­nal­ly post­ed on ThinkHR