Top 4 reasons your job posting is not getting results
When a person becomes a job seeker there can be an endless set of obstacles that they face, many of which might cause frustration or make them question the company’s recruiting process. This can ultimately lead them to question if the role is even right for them and potentially cause them to not apply at all. In this blog post we discuss the top four reasons your job posting is not getting results and what you can do to correct it.
It’s all about the job description
Often, reading a job description is the first information a job seeker gets about your company. This first impression with a job seeker is of utmost importance because it provides a full and compelling picture of your company, the job, and “what’s in it” for the applicant. If you don’t provide crucial information, you risk top candidates simply moving on to the next option. So, what can you do to encourage job seekers to respond to your job posting and get results?
Four common reasons your job posting is not getting results:
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The job description is inaccurate, or not descriptive enough:
Most job descriptions tend to be full of industry jargon and don’t tell you much about what the job duties are. Many job descriptions use words like “ninja”, “rockstar”, “sales closer” or “guru” but don’t provide much in the way of useful information about the position.
Many job descriptions can read like they’ve been copied from somewhere else or they don’t adequately describe the job. If your posting doesn’t clearly tell the job seeker what the job entails, you will get poor results. Make sure you’re providing an accurate and detailed list of what skills and abilities you’re looking for and what day-to-day tasks you expect the candidate to perform.
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There’s no salary range listed
When you are posting a role, make sure you include the salary range. We realize many companies are reluctant to disclose that information, however listing the salary range will save you and the potential candidate a lot of time. There is no need to proceed with the application process if in the end the salary isn’t a good fit.
How a company handles the salary issue is a key factor in getting qualified, interested, and closeable candidates to apply. A job seeker will feel more confident in applying for a position when they know it fits the salary range they are looking for. This simple fix will save both sides time and will give job seekers information they need. Don’t let a top candidate slip by because you did not provide salary information.
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Assessment Testing Required Too Early
Most candidates don’t mind being asked to do a behavioral or skills assessment after an initial screening interview, but too often they are being asked to do them as soon as they send in an application. This situation is becoming more common as job seekers send in their application and are auto-emailed several assessments. If you consider that job seekers are applying for several jobs a week and then immediately being asked to do a few assessment tests (at 20 minutes each), it quickly adds up. You are likely frustrating candidates and causing them to discontinue the application process with you.
Employers should carefully consider what they are trying to accomplish with the assessment testing and if it is causing top candidates to turn away. A quick search of job forums will show job seekers discussing how frustrating these types of tests can be when they haven’t even spoken to anyone at the company.
Obviously, assessment testing can be a great tool for evaluating candidates, but we advise considering what you would like to accomplish with it.
Here are some things to consider:
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- Are you hoping to weed out unqualified candidates?
- How far do you go with the the assessment results and how much weight are you giving them?
- Does the test score relate to assessing a candidate’s fit for the role?
- Are you eliminating a potentially interested candidate too early in the process?
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If your application process is requiring candidates to do assessment testing before you’ve even spoken with them, there is a high probability they will lose interest.
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Intangibles now matter
Our final reason your job posting might not be getting results, is that it doesn’t provide a full picture of what your company has to offer. Intangible benefits offered by your company matter more than ever. Your job descriptions should fully cover what “extras” your company offers to employees. At the top of the list for most job seekers is the company’s policy on remote work. Do you offer a hybrid approach? Is full-time work from home an option? If your job description isn’t covering these issues, candidates will move on to the next job posting.
Additionally, providing details on more traditional benefits such as paid time off and health insurance remain staples of a job description, but company culture is also very important now. For example, if you have programs that focus on employees’ health and wellbeing, you might mention that you offer free gym memberships or breakfasts on Fridays. Consider including those types of perks in the job description. Provide a full picture of what makes working there so great.
Flexibility and the intangibles are important to top talent. Be aware of this as you post your roles.
In conclusion:
We feel job postings are certainly important and a part of recruitment but to make a job posting meaningful, it needs to be informative and accurate. If you don’t want your job postings to be overlooked by job seekers, you need to clearly state the role, what you are looking for and give the candidate some incentive to apply. You need to sell the role, your brand/culture, and make a compelling statement to get top talent to apply.
If you need help finding the best person for your open positions, please contact us. We can help!
CONTACT US:
John Salvadore
jsalvadore@grncoastal.com
508-479-3137
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