In a highly competitive candidate marketplace recruitment marketing has become increasingly important to employer branding. Job descriptions are now an opportunity to position your organization as an employer of choice, compared to others seeking the same talent.
Using simplified job titles and descriptions in your postings will help increase the exposure of your jobs to relevant candidates. Since some of our source partners act as search engines, effective titles help with search engine optimization which leads to more qualified applicants for your jobs.
Here are some strategies we recommend, as well as some we gathered from Indeed, to help you write effective job titles:
- Be concise and specific, limit job titles to 5 words or less
- Target job specifics such as function, industry, and experience. For instance, If you’re seeking candidates with certain experience, being specific may result in more qualified applicants. (ex. Senior SaaS Medical Account Executive, vs. Account Executive)
- Give some thought as to what title candidates are more likely to search for and compare it to your job. If you are advertising for an Admin Assistant and the position provides support to Executives, consider changing the title
- Do not use punctuation to differentiate your jobs. Some job boards remove postings based on the use of exclamation points, etc.
Composing attractive job descriptions
An effective job description should be formatted for candidates to quickly determine if they are qualified for your available opportunities. It should also communicate important details about your company, such as the culture, value statements, community involvement, career trajectory, salary, perks, benefits, flexibility, and sustainability. An attractive job description will answer what a job seeker will be doing by using relevant keywords to describe responsibilities. In addition, an attractive job description will provide more of a sense of your company's style and culture. Essentially, your job description is a recruitment marketing tool that provides an overview of what a candidate will be doing post-hire, and what it is like to work with you.
Opening Statements Matter
Search engines and candidates alike often grab onto the first few sentences of a job description, increasing the importance of capturing a candidate’s attention by using keywords. Think of a few keywords that your ideal candidate would search for when seeking employment opportunities and structure your job description accordingly.
Displaying Salaries
Salaries are an important part of the job search process. If you decide that you would like to include them in your posting, here are some examples of how a salary should be reflected in your job descriptions to ensure that they are captured in the correct format including spacing:
Salary Range
- $10 - $20 / hour
- $250 - $500 / week
- $6000 - $7000 / month
- $10000 - $12000 / year
Single Value Salary
- $10 / hour
- $1000 / week
Salary Periods - It is recommended to use one of the following to express a salary period
- year
- month
- week
- day
- hour
Simplify the candidate application process
The more "work" a candidate has to do to apply to your job, the more likely they will move on to another opportunity. For instance, if applicant volume is a concern, we highly recommend limiting (or removing) all pre-application questions from your posting. If posting jobs with pre-screening questions, please limit the number to 6 questions in total.
To ensure that your application process is seamless, we suggest removing email addresses from your job descriptions to avoid redirecting candidates to a separate page when applying to your open jobs. You may seamlessly integrate your TalentNest account to your company careers page.
Please contact support@talentnest.com for more information on any of these tips.
0 Comments