How to make a job posting that attracts
talent in 2021?
While for specific industries, the unemployment rates are higher, and hundreds of candidates compete for a single job, making a job posting that resonates with applicants is a must. Yes, that is right – doing your part of the job process is crucial if you, as a recruiter, want the right talent at your doorstep. While candidates are plenty for some, the talent shortage is a real problem among other recruiters, with 63% stating that it is their biggest challenge. Besides, excellent candidates won’t stay available for long, so make sure to roll up your sleeves and make the best out of your job posting so that it attracts the right and best applicants.
In the following lines, we present you with 6 of the most crucial tweaks that will help your job posting stand out.
Table of Contents
How to make an attractive job posting?
01 Choose the correct title
While a “graphical ninja ” sounds way more outgoing and exciting to read, candidates might not be able to find you and get to see your job ad. The reason for that is because they are likely to be searching for a “graphical designer”, and your title description does not appear on their search result. Or, they simply might not understand it clearly. So, keep it accurate to the point and avoid unspecific job titles such as wizard, rockstar, superstar, “top-notch engineer”, and so forth.
That being said, avoid vaguely saying “Engineer” or “Developer” as a title. Some candidates hit the apply button by only reading the job title. So, make sure to reduce the unqualified candidates by being more specific with the job title. For instance, write “Java Developer” or “Security Developer” instead.
02 Make your job description short but on point
Studies showcase that an effective length of a job description is between 300-700 words. Under that risks being too vague and above 700 words attracts fewer candidates. Besides the length, the contents matter enormously. Each job posting should answer the 5 essential questions that a candidate might have about the job: what, where, who, why and how.
An important note to remember is that the job description makes an impression on the candidate about your company. Suppose your business is not among the most widely known organizations such as Apple, Microsoft and so forth. In that case, your job description is likely the first impression applicants have about the company. And first impressions count – they can either alienate and feel robotic (thus raising the perspective that the company is bureaucratic), or it can engage and inspire. It could be what sets you aside from other job positions and makes you a more favourable place in candidates’ eyes.
03 Stick with neutral words
Some words are associated with more masculine characteristics, which could stray away consciously or subconsciously some talent from applying. For instance, words like “lead”, “leader”, and “competitive” are considered to be masculine and inviting male representatives. Thus, females are less likely to apply because they would assume that they fit the desired stereotype.
Instead, a good recruiter would attempt to include the talent diversity pool and substitute bias-prone words with more neutral ones. Here is a list of which words to avoid and their better alternative.
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