The Basic Job Posting Mistake Standing Between You and Your Ideal Candidates
–An effective job posting sells rather than screens.
–The greatest hiring challenge lies with the best candidates who aren’t applying to your posting.
–The best hiring outcomes will come from candidates that are excited about your position, and it’s your job to excite them.
–Paying adequate attention to job postings is important but it often requires time that you don’t have. Percy is here to help!
If you have any experience hiring, you know that crafting the right job posting is crucial. However, most job postings make a simple mistake that turns off qualified candidates right from the beginning: these are job postings that screen instead of sell.
An effective job posting sells rather than screens.
We’ve all been there: spending another 15 minutes scratching our heads, wondering why the majority of our applicants don’t have the type of profile we’re looking for. It’s tempting to write a job posting that emphasizes the need for extensive qualifications so we don’t get stuck wasting our precious time on under-qualified candidates. But here’s the thing – what’s holding back the quality of your candidates isn’t the people you’re talking to, rather it’s the candidates you aren’t talking to because they didn’t bother to apply at all.
The problem lies with the candidates you’re not talking to.
A job posting that sells to the candidate will not only provide you with a larger pipeline of potential interviewees, it will attract a higher caliber of applicant. A well-qualified candidate knows their worth, so they’re willing to scroll past a post that doesn’t inspire and stimulate them in some way to apply. If you want a candidate that is excited about your company and wants to learn more, it’s your job to generate that excitement.
You want a candidate that is excited about the position and it’s your job to excite them.
Screening candidates should be an active process, executed once you’ve received an application, not through the initial posting. Screen candidates over the phone so you can decide if they’re wrong for the role — don’t let them cross themselves out for you.
Now let’s dig into an example of a job posting that probably looks familiar, but beware: this posting screens candidates out rather than drawing them in:
ABC Inc. is currently looking for customer service representatives to start working immediately. We have both full-time and part-time shifts available. Bilingual candidates preferred.
The successful candidates will have the following attributes:
• 1-2 years exposure to a call center environment
• Professional phone manner and outgoing, friendly personality
• Strong typing skills and ability to multitask
• Availability to work either a Saturday or Sunday if needed
This posting was clearly written for the sole benefit of the employer. There isn’t any information about the position aside from the attributes it demands. Well-qualified candidates are likely to scroll past this posting because there is nothing to excite them or inspire them to apply.
Now let’s look at a couple examples of postings that speak directly to the ambitions of the candidate, thus attracting a higher caliber of applicant:
This opportunity is an awesome way for a qualified candidate to gain valuable experience and grow a career. The ideal candidate for this role is comfortable answering phones, working on a team, and performing data-entry.
This section clearly illustrates the positive aspects of the role while providing the potential candidate with enough information to understand the basic skill requirements. Describing a position from the point of view of an applicant will attract motivated candidates looking to grow their careers.
Similarly, the following posting excerpt underscores the positive aspects of the company culture and the opportunity for the candidate to grow professionally:
If you’re looking for a stable company, consistent schedule, and a chance to grow both personally and professionally this opportunity may be a great fit.
Not too hard, right? You’d be surprised to see just how many postings completely miss the mark.
The Bottom Line
Job postings are one of the most important parts of the hiring process and an effective job posting sells to potential candidates. The days of writing a posting for your own benefit are over. Writing job postings that attract applicants will keep the top of your hiring funnel wide so you have the best possible chance of engaging with your next all-star candidate.
Writing a carefully crafted posting that sells takes time and effort, as does screening the plethora of candidates you will attract — perhaps more time than you have, we get it. That’s why Percy is here to give you that time back. As a recruiting firm solely focused on customer-facing roles, our primary function is to help you fill your contact center and inside sales roles. Through A/B-tested job postings and extensive personal contact with candidates, we can ensure that your hiring process runs smoothly and effectively.
If you’d like to learn more about how we can help you maintain an ongoing recruiting process for your customer-facing roles, please contact us. We’re always happy to chat, share our experiences and proven tips, and, if there’s a need, explore how we might be able to help.