By Jessica Miller-Merrell
Read part 1 of our series on job posting revention by clicking here.
Job postings as we know them are a thing of the past. So much has changed in the way of job searches and what candidates care about, making the long-form, boring list of requirements and responsibilities an ineffective way of reaching candidates. It’s time for us to get creative, think like marketers and rethink what the job descriptions and postings mean.
In part one of this series, I mentioned that we need to start seeing job descriptions and postings as a tool for communicating our needs in a way that is entertaining, engaging and helpful for candidates in determining whether or not they would be a good fit. I also shared that the successful, modern job description caters to how candidates search, empowers them, highlights the employment brand and encourages them to take action.
But how exactly do you make that happen? It all centers around thinking about your candidates – they are your how, why and where. How they search shapes what form you use, such as catering to mobile searches. Why they’re looking influences the language you use and what benefits of the position you highlight. Where they’re looking dictates which job sites, boards and other resources you post on.
After you’ve used those considerations to determine the logistics, use these four tactics to reinvent your postings and attract the best candidates:
Whether it is graphics or video, visual images tell a story that a 300-word job posting just can’t. People are so accustomed to seeing photos and video, and passing over text, that it’s much more effective to rely on visual communication. Video in particular works well to engage mobile job seekers.
Personalize your posting
Customize your message and job listing to attract a very small, unique audience instead of focusing on a broad reach. The idea is that by strategically targeting a small sector of candidates that you know would be a good fit, you will obtain the highest quality candidates.
Tell a story
Instead of focusing on a list of qualifications, tell candidates what makes the role unique. Stories help candidates picture themselves in a role and stand out amongst list after list in other job postings. Consider talking to your current employees to better understand the position and what makes the role, and working for the organization, unique.
Share via multiple channels
Consider sharing using many channels instead of one. With the rise of social media and the talent network technology available, like TalentCircles, you are only limited by your time and creativity when it comes to sharing and reaching candidates about your opening.
Check out part 1 of our series on job posting revention by clicking here. It’s time for something new.
TalentCircles is the most comprehensive candidate engagement platform on the market. Take a product tour or request a live demo today.
Jessica Miller-Merrell, SPHR is a workplace and technology anthropologist specializing in HR and recruiting. She’s the Chief Blogger and Founder of Blogging4Jobs and author of The HR Technology Field Guide. You can follow her on Twitter at @jmillermerell.