Job Postings – Stick a Fork in It

  1. Are we using the same format as everyone else? Shift it up. Instead of starting with a company overview, why not start with a fun and engaging statement or a thought provoking question that’s going to get the job seekers attention and make them want to learn more about you.
  2. Is our company overview simply talking about who we are and what we do? Try and avoid the standard company brief. Sure, candidates want to know what you do but what they really want to know is who you are as an employer, inside and out.
  3. Have you included your employer value proposition? Listing benefits is good but listing benefits that are expected of every company – not so much. Define your EVP which is very different than your comp and benefits. Include what makes you different or unique. Include the why you versus why your talent competitors.
  4. Does the day to day responsibilities sound boring or interesting? Often jobs are way more interesting or purposeful but it rarely comes out in the job description. Talk to your employees and ask them what they love about their day to day job and weave this into your job details.
  5. Are we personalizing the content to align with the persona of our target audience? If you haven’t defined the persona of your primary roles, you need to ASAP. If you are sourcing for IT talent for example, why isolate those great employee testimonials to your career site. Break up the monotony of the job copy and include a quote from one of your IT employees that speaks to why working in your IT team is so great.
  6. Is the job visually appealing? Job descriptions do not have to be limited to copy. Incorporate some imagery such as photos or icons. Produce a job ad video and include a link if the publisher does not allow for embedding video content.
  7. Is our overall job ad too long or, just right? Lengthy job descriptions will be read by active employed or unemployed job seekers but for passive candidates you may be losing their attention. Go through the entire job ad and take out what is not critical. Check with one of your colleagues who is doing the job today and ask them to review the posting. They’ll be able to tell you what can stay and what can go quickly.