Job postings are still a fundamental part of the recruitment marketing mix. They could be posted on your own careers website or an external job board but they are one of the simplest tools to drive applicants.
When Linked In research 4.5m postings I think we all agree there will be some lessons to learn. This snippet shares the core conclusions and none of these are rocket science but still many recruiting organisations fail to adhere to this guidance.
Moving away from the research there is another factor I want to share with you. Persona driven copy! All too often a vacancy ends up with one piece of generic copy and yet the typical target audience comprises different generations - Baby boomers, X, Y & Z and they all have different motivators and are engaged with different terminology. The role isn't changing but generating applicants from these different groups requires nuanced copy that hits their sweet spot.
There is so much hype and theory surrounding hiring, but perhaps the most important aspect to focus on is your job posting. It's the first thing any applicant sees and as they say, first impressions matter. LinkedIn compiled this research by reviewing 4.5 million job postings in the US and UK from 2016 to 2017. So, what are the key takeaways? 1. Keep your posting short. 2. Post your job earlier in the week. 3. Use gender-neutral terms. In addition, aim to only include must-haves in your job requirements and limit the number of nice-to-haves. Studies have shown that men are more likely to apply for jobs when they meet 60 percent of qualifications, whereas women hesitate unless they meet 100 percent of qualifications.