A job post is the main way to connect with job seekers and encourage qualified candidates to apply.
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The main role of a job post is to introduce a job to applicants. But according to inbound recruiting experts Datapeople, the other role of a job post is to introduce an organization to job seekers who have never heard of their organization.
It goes without saying that a job post is a vital element of any recruiting process. It’s the main way to connect with job seekers and encourage qualified candidates to apply to a job. But it’s also much more than that, says Datapeople. A job post is also a handshake, a hello, and an elevator pitch.
Mature companies in mature industries may have job seekers knocking down the door. They may already know the brand and go straight to the company’s careers page to find and apply for jobs. Or they may apply to job posts based on brand recognition alone. In fact, hiring teams at those companies may get more applications than they can handle.
But what about startups in emerging industries? Job seekers may not know the industry exists, let alone the company. In that case, a job post may be the first thing a potential candidate sees from an organization. It may be the only thing they see.
Candidates and companies alike want to put their best foot forward, but they also want to be realistic. If a candidate and a job don’t match up, says Datapeople, the working relationship may not last long. And that’s a risk considering how costly and disappointing it is to both parties when it doesn’t work out.
Too often organizations aren’t putting their best foot forward. They write job posts that are internally focused and loaded with phrases and concepts that only insiders can understand. Hiring teams don’t go out of their way to provide clarity about the position and the company. And while they still get applications because they’re the ones with the job, that power dynamic is shifting. The candidate experience is becoming more and more important in recruiting all the time.
A job post is a window into an organization. If potential candidates feel like the hiring team is focused solely on their own needs, it reflects poorly on the organization as a whole. It may signal to job seekers that the organization doesn’t focus enough on the employee experience in general. It’s past time for organizations to look at job posts from the perspective of the candidates, says Datapeople.
It’s not just about selling the job, so clarity is key. A job post has to paint a clear and comprehensive picture. (Inclusive content is vital.) That way both parties are on the same page from the very start of the hiring process.
A job post has to describe the organization and culture succinctly and accurately. It has to be transparent about the job and what the employer expects from the person who fills the role. And it has to prove that the company takes care of employees by listing benefits, perks, and a commitment to diversity and inclusion (i.e., show, don’t tell).
Even if a company has a wonderful careers page that accurately conveys the culture, there’s no guarantee that candidates will go to it. Job seekers are often interacting with a job post on a third-party site like Indeed or LinkedIn. The reality is, they may not have the time or inclination to go beyond that and peruse a company website for more information.
A job post has to do more than just advertise the job, says Datapeople. It has to advertise the entire organization, often to someone who has never heard of the company before. And it has to do it accurately and comprehensively.
Contact Info:
Name: Charlie Smith
Email: Send Email
Organization: Datapeople
Address: 90 Broad St Suite 803, New York, NY 10004, United States
Website: https://datapeople.io/
Release ID: 89083494
