Nobody's Going to Apply to THAT Job!

In today's employment market, you can't just copy a job description, throw it up on a couple of job boards, and then hope for the best.

Well, you CAN do that, but nobody's going to apply to THAT job.

If you want to consistently recruit great people, you have to put your best foot forward. And that starts with creating great job postings. Here are six ways to write postings that really stand out -- and attract better applicants, every time:

Think Strategically

If you were in charge of marketing, would you blow your entire yearly advertising budget on a single Super Bowl commercial that runs one time in front of millions of viewers, or would you make every dollar count by strategically placing your ads in front of your target audience?

The obvious choice is to think strategically!

Use the same approach with your job postings. Instead of automatically defaulting to the big job boards:

  • Consider whether they're truly the ideal place to find highly qualified candidates. Test other boards that make sense for your audience. Look for niche-specific sites, job boards on professional association websites, and/or LinkedIn postings.
  • Approach each job with fresh eyes. The strategy you use for IT positions might not work best for accounting positions. Remember: if you want to connect with professionals, you have to show up where they are.

Big job boards not delivering the results you expect? Just contact Davis Staffing -- and we'll find the perfect candidate.

Sell the Job

A job posting is not merely a job description. Postings that are short, vague or simply rehash the internal job description undermine your recruiting success -- even if they're posted in the right place.

At the end of the day, you are placing an ad to attract high performers. So make sure your posting is a real talent magnet -- and sells the job. In addition to the relevant information from the job description, include information about your company culture, the benefits you offer (both tangible and intangible), and the reasons why your company is a great place to work.

Tell Candidates What's in it For Them

Most job descriptions focus on the needs of the employer. However, a study by the Journal of Business and Psychology revealed that job postings written to illustrate the ways in which an employer could meet a candidate's needs were far more likely to attract applications.

Show top talent what's in it for them. In your job postings, be sure to address the following:

  • How would coming to your company enhance their careers?
  • What's the potential for advancement?
  • In what ways are you an employer of choice?
  • How would working for your organization benefit them personally (i.e., in terms of flexibility and work-life satisfaction)?

Instead of focusing solely on your needs in job posts, focus on the needs of your prospective future employees, as well.

Want better job postings -- that attract better candidates? The recruiting experts at Davis Staffing are ready to help -- just give us a call!

Make it Searchable

The most compelling job posting in the world won't attract any candidates if they can't find it -- and they won't find it unless it includes the right keywords.

Think like a job seeker. If you were looking for a job like yours, what words would you type into a search bar? The answer isn't always easy, and a bit of competitive research can go a long way. Browse the postings of five or six competitors to see what type of keywords they use. You will quickly see patterns that will help you choose relevant phrases for your own ads.

Choose the Right Length

When it comes to job postings, you can overshoot or undershoot your word count. recently tracked 400,000 job seekers across several platforms and discovered that applicants were most likely to apply to job posts that ranged from 2,000 to 10,000 characters.

Postings that are too short can raise a lot of questions in a candidate's mind, and postings that are too long can be overwhelming. Try to be concise while still covering all of your bases.

Include a Specific Instruction

Many potential candidates skim ads and apply without carefully reading the entire post. If you want to weed out candidates who apply to every posting they find (regardless of whether or not they're a good fit), include a specific instruction. That instruction can be as simple as including a specific word or phrase in the email subject line. A strategy like this lets you know whether or not a prospect read the post carefully, and it allows detail-oriented, serious job seekers to instantly rise to the top of your pile.

Work With a "Ringer"

To truly win the war for talent, savvy hiring teams work with professional recruiting partners. Staffing and recruiting firms:

  • Have their finger on the pulse of the local market and industry trends -- so they know where and how to find the best talent.
  • Use proven strategies that ensure their clients are matched with the right candidates, every time.
  • Can help with all aspects of recruiting -- from crafting effective job postings and fully vetting prospects to offer negotiations.
  • Remove administrative burdens from overtaxed HR departments and team leaders.

A strong hiring process begins with strong job postings. If you're not attracting the caliber of candidates you need, begin at the beginning -- and don't be afraid to add a "ringer" to your team.

Want better job postings -- that attract better candidates? The recruiting experts at Davis Staffing are ready to help -- just give us a call!