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So what’s the deal with all the different ways employers post jobs these days? Seems like you’ve got 15 ways of saying the same thing and calling an “Executive Assistant” something that it’s not. Also, why is it that you’re asking for simple qualifications but trying to make them sound complex and intense by adding ubiquitous and word-intensive phrases to state the obvious when the obvious would have just done the trick to accurately and descriptively describe the actual position for which you’re hiring for?… See what I did there… tough crowd. Try the veal.
Really though. If you’ve taken a look recently at any of the major job boards, chances are you could find the same position, described twelve different times although they are really just the same. Why is that? More importantly, what are you trying to convey? Let’s not kid ourselves, at the end of the day, we all know what we’re talking about. Using elaborate “Job Jargon” can seriously affect your pre-employment screening process and therefore, here are some tips on posting an accurate and representative description of your job:
1. Be Honest About Your Expectations
Don’t try to make a construction job sound like you’re looking for a laid off plastic surgeon. Stick to the key points and responsibilities of the job, because chances are if you inflate the description of what you’re actually looking for you’ll:
A) Get a strange and completely over-qualified pool of applicants who in turn will want an equally inflated compensation package.
B) A completely useless talent pool since all the applicants will not have the necessary hard skills that are actually required to fulfill the requirements of the job. Again, if you’re hiring for construction workers but make it sound like you’re in need of a CA - chances are most CA’s won’t want to do manual labour - at least not on the construction site and for a living.
2. Elaborate On Nothing
Rather then creating a wonderfully written and detailed job posting, leave something to the imagination. The danger of saying too much as that you’ll potentially discount many qualified and capable applicants on the basis of what you may have said. If an applicant is truly interest in the position, you’ll know because chances are you’ll receive a resume or email from them. Therefore, stick to the facts and be prepared to go into more details once you’ve met your candidates in the flesh.
3. Lay Off The Labels
In a day and age where you can get a PhD or MBA by answering your spam email - refrain from making your job sound like something they’re not. Directors, VP’s and Account Executives come a dime a dozen these days, so don’t try to impress anyone with the title. If you’re looking for a manager, don’t advertise the position as anything above that level. Otherwise be prepared to dole out above-managerial salary that comes with. You may also just end up with individuals looking to score a sweet title and nothing else. Although one can make the argument that the line of titles is blurred, use your best judgment and advertise the position as something slightly lower then what it actually is.
4. Use An Appropriate Job Board/Posting Tool
Did you know there are literally thousands of niche job boards out there. Take a look at the Beyond.com network for example. You can find anything from geographical to industry and trade sites at Beyond and many other websites that offer job posting services. Make sure that you post your position on the appropriate niche job posting site, chances are they exist. Doing so will increase the possibility of you receiving quality applicants that at least have the right qualifications that you’re looking for.
5. Use Hiring Assessments
I can’t stress enough the importance of using hiring assessments BEFORE you engage any applicants. Don’t waste your time, money and energy on anyone before they’ve taken the time and shown you that they’re actually interested in the position. Companies like ClearFit provide employers with the opportunity to receive FREE personal hiring and employee development reports. The science and monotony of hiring has been automated and made extremely efficient. It would be foolish for you not to take advantage of these tools to find employees that “fit” your company.
For more information and tips on how to hire effectively and uncover people’s true work potential, contact the experts at ClearFit today! Call us today at 1(877) 789-8767 or visit our site to set up your FREE employer profile and start using our reports immediately.
