“A good hiring process starts with writing an effective job posting. One of the most important tasks I have as a recruiter is to convince the hiring manager to write a unique and clear job posting.

More often than not, the hiring manager wants to convey a message, to make sure the right people apply, and unqualified people don’t. Or keep the posting vague. I have also seen the posting be a boring list of tasks and requirements, with no soul.

I have two roles, when I help a company find the right talent. One source, select and interview potential candidates. And I help the company attract the right people. An important way is through the right type and text of posting.”

— An anonymous Recruiter

Job Posting is not the same as Job Description

A job description is an important document. It helps with consistency in your organization, creates an understanding of the responsibilities, it justifies the pay for the role and helps with describing minimum requirements and the justification for an exempt status.

A job posting is both more and less than that. An effective job posting is clear, attractive and appealing. It should attract the right candidate, summarize the role and the minimum requirements for a legally compliant, level playing field. Unlike a job description, which is a more dry factual list of roles, responsibilities, requirements and deliverables by design, a job posting also is the opportunity to showcase the company. We’ll talk about that soon.

I have seen many job postings in all the years I have been working in recruitment, and I have seen amazing examples, but I have seen my share of abysmal postings as well. And although that may work in a time where there are many applicants, or when your brand itself is strong, with low unemployment and a tough hot job market, you just put yourself well behind your competition.

Clarity is the key to attract

If you have a job posting that is not clear, too vague or with too little specifics, you will probably attract candidates that are not the best fit for your vacancy. So, establishing a clear job posting will help you before you even start the selection process. Let’s see what it means to have an effective job posting.

• About the company

This is your opportunity to present the company and showcase the things you want to bring across. Explain the history of the company, the culture, the vision and mission. This is the first step in attracting your ideal candidate.

• Job title

The job title you use is important. First, it is a job title that is used within the broader organization to prevent questions from current employees. In addition, now is not the time to be too creative with the title. Make it something people recognize and understand when they scan across it.

• Purpose of the role

This helps candidates understand the reason the job is there in the first place, and how the role fits in the bigger organization.

• Description of tasks and responsibilities

Without specifying a dry list of tasks, this will help the candidates understand what they expect of them, and whether they have the background to fulfill the role.

• Necessary qualifications and specifics of the ideal candidate

This is an important part because it helps decide who is a fit, and who is not. If you’re able to specify this, you’ll have an easier time when you need to reject candidates. In addition, it will limit discussions, as it was clear from the start what you were looking for. Think about education level, and be realistic with that, experience level, and skill level.

• Specifics around the role help limit surprises

List the job location, amount of travel and whether the role is full-time or part time.

• Salary

This is a touch subject and it may not fit your company\’s culture to share it.  But they say sharing the salary and benefits helps increase the responses to your vacancy.

In Conclusion

No matter the job market, these tips will help you get the right candidates.  Either you can easily scan through a sizable amount of applicants, or you will be able to attract the right candidates when they\’re not around.  You need to stick it out, and we are sure this will help.

Fix the Process While You\’re At It

Once you do, make sure you also upgrade your tools and processes for interviewing. Use AskAway\’s effective tools and processes to improve the hiring experience for candidates and hiring managers. We offer a free trial: use this link to try it out and see for yourself!