Craft compelling job posts by highlighting company culture, giving a glimpse into a typical day on the job, and ending with a clear, engaging call to action.
Recently, we’ve been talking a lot about how talent acquisition professionals in all industries can benefit from adopting marketing best practices.
In fact, in part one of the series we covered how to apply marketing best practices to recruitment followed by the do’s and don’ts of writing effective job titles.
In this post, we’re going to move away from best practices and job titles, and discuss the meat and potatoes of every job posting.
Three Things to Improve Job Posts for Better Applicants
The easiest way to improve a job post doesn’t necessarily have to do with technique, or special buzzwords, but with the approach. While talent acquisition professionals often view job posts as just a list of requirements and a role overview, they should be looked at as a content marketing opportunity, and ultimately, as a business driver because quality hires drive business success.
The job post is a pitch to the ideal candidate and explains why the company is the ideal workplace.
While every job post will, and should, look and feel a bit different from the last, each should contain the following three elements:
- Company culture: Workers spend more time at the office than they do sleeping, eating, or even caring for their families. And the best candidates have a number of opportunities. So how a job seeker perceives your company culture is important and determines whether they apply. Be transparent and authentic when writing about your company culture.
- A day in the life: Provide a detailed description of what is expected of the candidate if they were to land a role. By dropping requirements in favor of responsibilities, candidates will inherently do a better job of self-selection. Furthermore, a company can increase employee retention by being transparent, as employees will have their expectations set appropriately about the job and your company.
- A strong call to action: Don’t miss a chance at quality conversions with a weak call to action (CTA). It’s easy to write a quick CTA, post your job and call it a day. However, it’s the CTAs that are well thought out, targeted and specific that lead to applications. Put yourself in the candidate’s shoes and write with the intent to influence action.. Remember, the CTA might be just one line, but it’s potentially the most important line of your entire job post.
As recruitment marketing technology evolves and makes it easier to reach the right audience, the need for clear, well-written job post becomes even more critical. The more effective your job postings are at attracting qualified applicants, the better your chances of making high-quality hires.
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To learn more about recruitment marketing and how it can help you drive applicants and hires for your organization, contact Recruitics today.
