Consider what the job position is and what your goals are before deciding which combination of Google, LinkedIn, Twitter, Facebook or Pinterest will help you achieve your goals. And believe it or not, some businesses are also using traditional print ads.
If you opt to run a print ad, make sure it aligns with the position. Take a look at this print job ad from Twitter … yes, Twitter. It seems odd that they are advertising in print and asking to apply by mail for a position on their Global Mobility team. What do you think?
3. Think About the Big Picture When Creating a Detailed Job Description
This is your initial opportunity to open the door for that perfect job candidate, so make it count. Everything is in the details, so develop a job description that clearly outlines the key responsibilities and outputs of the position. Then, define the behavioral characteristics of the person you feel is your ideal candidate. Have someone who truly understands this position work with HR to write it. Creating a job ad to “fill head count” will get you zero results.
- Use a Searchable Title: Now isn’t the time to be clever and vague. If it’s not common enough, common job seekers won’t find it! Use a job title that is searchable and relevant to a broad audience, and be sure that it clearly describes the position. Be sure to include the stage of the career (junior vs. senior). Smart candidates will certainly incorporate some of these key words that you’ve advertised into their cover letter and resume
- Sell the Role: Shout it from the rooftops — what’s so great about this job? Don’t expect your potential perfect employee to hunt for reasons to work for you. Tell them. Will they be working with interesting clients? Who? Spell it out for them. Emphasize what this person will be doing and what he or she could become if successful. You’ll attract the best people this way. Make sure any promotions and job opportunities are advertised, too. When thinking about their career path, your candidate will be more interested in a job that provides job growth.
- Sell Your Company: Tell potential job recruits why it’s cool to work for your company. Do you offer flexible hours or free breakfast Friday? Tell them what the culture is like. Also consider adding links to your website, news, press releases and any other social media presence. Top performers often research different companies to see if your values are in line with theirs, so be sure this information is easily accessible and clearly stated
- Use Appropriate Technical Language and Skills: It’s the best way to pinpoint the right candidates for the job. For example, if you are looking for UX Programmer to build and maintain your website, be sure to include specific terminology that encapsulates the technical requirements for that position.
- Use Targeted, Strong and Narrow Keywords: Smart job searchers know to pick up on these words and incorporate them into their resume and cover letter to show they really want the job. In the world of SEO, be that company that uses the right words to find the right employees.
- Use the Appropriate Tone: In order to attract the right talent to your job, be sure to use the right style. Don’t be technical if you’re looking for a highly creative individual. For example, here are two different descriptions for Art Director roles, but they appeal to two different types of candidates:
- Close-knit in-house creative team seeks a Senior Art Director to be the visionary behind cross-channel web/print campaigns for a Fortune 500 brand.
- Prominent local branding agency is looking for a Senior Art Director to drive web and print creative in a both hands-on and conceptual capacity for a hip children’s clothing client
In addition, job seekers are most interesting in companies that they feel comfortable with, so try not to come off sounding like a total robot. Establishing a more personal tone in your job descriptions will appeal to their “human” side.