5 Easy Ways to Make Your Job Advertisements Work Better

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5 Easy Ways to Make Your Job Advertisements Work Better and Improve the Experience for Job Seekers

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5 Easy Ways to Make Your Job Advertisements Work Better

  1. 1. 5 Easy Ways to Make Your Job AdvertisementsWork Better and Improve the Experience for JobSeekers1. HR and Recruiting professionals need to be the Chief MarketingOfficers for jobs.Write concise narrative job descriptions that tell the story about the position. Some employers are stillinclined to advertise job requisitions designed to screen candidates by listing every skill, requirementand degree imaginable. Its time to get more scientific and strategic about job advertisements. Putemphasis on the word "advertisement" and tell your story. Avoid the obligatory laundry list and gethigher click through rates. Thats right, make your job ads interesting and more people will read them.2. Emphasize unique qualities that show you appreciate employees.Tell applicants what makes your company a great place to work. Free flowing artisan coffee and all-youcan eat snacks are nice. Gaming areas and nap rooms fine too but in many circles, these "perks" arentreally that unique and furthermore, they arent things professionals look for in a job. Its time to tellapplicants about the meaningful things that you do well. Maybe its an education stipend, some sort ofspecial training, great benefits or simply flexible hours. The key is to share the unique and valuablequalities that let applicants know that you care about all of your employees. Above all, job seekers wantto know that they will be treated well, compensated fairly and appreciated. Tell them.3. Make the transaction easier.Creating a cumbersome application process is restrictive and ineffective. For example, requiringapplicants to create a user name and password to apply for a job not only presents a barrier but it alsopredicates that the applicant will come back and apply for other jobs, check on the status of theirapplication or update their profile with new skills, degrees or certifications. They wont. Very fewcompanies have the brand equity to command this type of interaction with top applicants. People havetoo many other places to update their professional profiles these days to expect them to come back tovisit your careers "portal". And, furthermore, while this may make me wildly unpopular with some ofthe HR crowd, when was the last time you hired someone that applied to 6 jobs at your company or
  2. 2. came back to update their original profile, resume or application? Top applicants arent going to comeback and "login" and they dont knock twice.4. Less is more.Tailor your application process to capture the information that will allow you to assess applicants. Inshort, an online application behind a job ad is NOT a true application for employment. Employersshouldnt ask for date of birth, social security number and other sensitive personally identifiableinformation (PII). Most applicants wont provide that type of information. And, more importantly, whycollect risky information from every applicant you receive knowing that you wont even speak with 90%job posting respondents?Ask for information that will allow you to better access applicants skills and experience to determine ifthey meet the minimum qualifications necessary to be successful for the job. And, remember, theresstill no better initial assessment tool than a resume.Streamline you application process this year. The shorter your application process the better. Ourresearch shows that every step added to the online application process diminishes completion rates.Use applicant tracking software to make your online application process leaner, smarter and faster.5. Communicate with every applicant.Whether an applicant is a go or a no, employers are obligated to communicate with every applicant. Thisis especially true for consumer brands, nonprofits and any other employer whose applicants can betheir customers. The application process doesnt end when the applicant clicks the submit buttonanymore. This isnt 1990. We dont have to send applicants a rejection letter via the USPS. A simpleemail goes a long way and there are applicant tracking tools available that make the entirecommunication process nearly effortless.Aside from doing the right thing, employers that notify applicants about the status of their candidacymitigate risks and protracted inefficiencies by reducing duplicate applications and follow up calls to HRand hiring managers. And, in our age of social media and the overall democratization of publicsentiment, it doesnt hurt to treat others like youd want to be treated.To learn more about applicant tracking software that empowers companies to improve the onlineapplication process or to read more articles about improving your corporate recruiting process visit:www.newtonsoftware.comNewton is modern, easy-to-use applicant tracking software designed to organize and improve internalrecruiting programs for small and medium sized businesses (30-3000 employees). Newton featuresbest-of-breed dashboards that create unparalleled visibility and transparency. And, Newton is the onlyATS designed to drive the decisions that drive hiring taking into account all users in the corporaterecruiting workflow. Industry leading adoption rates (+90%) ensure easy collaboration and powerfulperformance driven metrics allow HR and Recruiting users are in control.

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