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There are 5 things to be avoided when publishing job advertisements
If you are a recruitment agency or a human resources officer who thinks that job exchanges are a thing of the past, you are the right person. 5 percent of all positions are occupied from job exchanges or company careers pages, followed only by recommendations from employees. In spite of the fact that job exchanges can have their own issues, they are still being used with actual results.
Those in the recruitment business or those who want to expand their work force have a good chance that your recruitment effort will include publishing an open job on a job-exchange. Let's look at some of the most serious job ad techniques and why they have a tendency to produce adverse results.
If you post vacancies on-line, some people don't see the distinction between a legitimate job advertisement and an optimised advertisement and falsely believe that the more information they make available to prospective applicants, the better. Whereas job specifications are usually drafted by HR administrations and include all the possible tasks for which the new employee will be in charge, they are far too long and tedious to attract the interest of a jobseeker.
Typing a succinct job ad between half a page and one page and inserting four or five points that highlight the key accountabilities and skills needed for the job will be much more efficient in attracting applicants who need just a few seconds for each ad before switching to the next.
Most job placards, however, finally recognized that these ads didn't produce the hoped-for results because jobseekers were not looking for ninja or guru positions, but for their traditonal job title or aptitude. And now that we're all a little older and a little bit smarter, think about thinking like a jobseeker when you post an open job.
It' s okay to put some humour and character into the job descriptions, but make sure the job titles are findable. Whilst most job sites will draw any ad they find insulting, what insults them may not insult everyone, and while it may take the job site a few working days before it identifies the insulting ad, the posters may already have sent the incorrect post to their candidates by then.
In the past, when the dinosaur was roaming the globe and job exchanges were seen as state-of-the-art recruitment instruments, some clever individual found that if they contained a long written long text listing of key words below the text of the job ad, the ad would appear in more key word queries. Unfortunately, this does not make the job more pertinent for jobseekers than if the search terms did not actually apply.
When some of the "invisible" keyswords coincide with a quest, they appear prominent, exposing the fraudulent tactics and troublesome jobseekers who spend their times looking for a job that has little to do with their initial quest. Better still, add appropriate catchwords to the job text.
Ultimately, it is better to have 50 highly skilled and interested applicants than 500 unskilled ones who do not want to work with you. A few bosses have the feeling that, since they offer the job and pay the wage, they only need to enumerate what they want from an ideally suited job applicant in an advertisement, and the load is then on the job seeker to show how skilled they are.
Those employer who neglect to address candidates' interests in job advertisements will see a return quota that fades compared to those who do. Whilst job exchanges and careers pages could soon be superseded by more efficient options such as focused online targeting and candidate tracker tools, they are still generating recruitment.
As the recruitment environment is changing all the time, it is important that recruitment officers and intermediaries stay agile in their recruitment methodologies. Publishers who are learning to optimise their job advertisements, as well as those technologies that don't deliver traditional results, should be enjoying a few more years of applicants from job exchanges before they die out.