Are you seeing fewer results from your job posting? Looking for a candidate and not entirely sure if the job scope matches what you’re on the lookout for? Finding more and more unqualified applicants even though you post more often on all the free job boards?
You might be using the job boards incorrectly. As with any task, there are certain guidelines that can help you along in the recruitment processes.
In this article, we’ll be looking at some job description examples as well as some popular mistakes to avoid when on the hunt for a suitable job candidate. Ready? Let’s get right into it!
1. Using the wrong phrases in your job title
One of the biggest mistakes made by recruiters is using the wrong phrases in a job title. When it comes to the matter of job-seekers searching for a possible job role, they most likely already have an idea of the position they’re targeting for.
This means that the designation or job title is crucial to your job posting showing up on their search enquiry. Make sure it’s not too specific or unique that it doesn’t get searched easily.
For example, Glassdoor’s directory of jobs shows that ‘administrative assistants’ and ‘office assistants’ are more popular job titles as compared to ‘office superstar’. If you want to showcase your company’s unique job titles, you should include it in the description instead.
Go for something a little more general but more importantly, something that is specific to the job responsibilities!
2. Providing a complex application process
Similarly, having a complex application process can take a huge hit on the number of job applications coming in. Too many forms to fill out or too many interview stages can be troublesome for candidates.
It also means that a business competitor can easily hire this job candidate within the long time frame that the said application process could take.
Plus, the easiest way to get more job applicants is to make it efficient for them to submit an application! Ensure that your application portal is mobile-friendly (using a job board with a mobile app helps!); research back in 2015 showed that over half of job seekers used their mobile phones to fill out job applications.
You can make sure that you’re also able to easily access the information by linking all the data collected in one place. Your application link should connect directly to your own ATS; if not, you can use a multi-channel job posting tool, which will post your job advertisement across different job boards, while linking back to the same ATS.
In other words, cut out on unnecessary procedures. Simplify the process. Hold only enough interview sessions needed to understand the candidate’s experience and qualifications required to meet the job scope. And you’re all set.
3. Choosing the wrong job boards to advertise
The third error that some recruiters make is that they end up choosing the wrong job boards to advertise on. Some end up splitting their advertising in too few places while others put it out on too many.
If you’re unsure of which job boards are the most relevant, choose a job portal that can do multi-channel job posting on your behalf. Most recruiters waste a lot of their time manually posting on different job boards. Only to then spend time sifting through unqualified applicants.
As mentioned earlier, a multi-channel job posting tool will do the mass posting on your behalf. While ensuring that the applications are all collated on the same platform.
You could also use a job portal that provides a direct link to a pre-screening job interview through an interview chatbot; this helps to rank your entire list of applicants based on most relevant.
Of course, you shouldn’t forget the most important thing: consistent tracking of your best-performing channels. Use a trackable link to see which job advertisements and job boards are doing the best, and utilize your resources there instead.
4. Inaccurate job descriptions
Ensure that your job descriptions provided are accurate! It’s one of the most important things that job-seekers tend to keep a lookout for. They need to know that the responsibilities stated out are doable for them.
And so, make sure that you don’t state out an entire team’s responsibilities under one individual role’s job scope!
Need an example? Here’s one:
5. Not mentioning the benefits package
An attractive factor that every recruiter should include in their job ad is the perks of taking up that job role! Mention the benefits package that’s tied along to the job role.
It will help your job ad shine out against your competitors’ ones too! Wondering what some of these perks are and if you can offer them at your firm? Here’s a sample:
To conclude, we hope this article gives you a better idea of how you can write better job description examples to boost your recruitment efforts! While it can be a long process, a lot of effort and time goes into it, for sure!
In conclusion, there are numerous ways one can market a job opportunity for their own firm. There are also a number of strategies that have been tried and tested. We hope the above list of 5-pointers have provided you with some ideas to help you boost your company brand.
And there you have it – a compiled list of 5 simple tips you can adopt to create more appropriate job description examples! With all that being said, we have to come to the end of this article! We hope this written piece has provided you with some insights as to how you can improve your company profile.
