• May 22, 2015
• Newsletter Article

Tips for Effective Job Postings

An effective job posting is clear and concise, while also being descriptive. Creating the right language for your job postings will save your organization time because you won’t need to sort thru lists of unqualified candidates. A major advantage of online job boards is the almost unlimited space with which you can sell your company and job opening, versus the few abbreviated words you can fit in a newspaper classified section. The following shares insight on how to take advantage of the space you have to ensure your posting attracts qualified applicants.

Being Descriptive is Key

AgCareers.com frequently gathers data and surveys job seekers about what they look for when applying to open positions. Candidates indicate a preference to look for jobs first by ‘Career Type’ and then by ‘Location’ when searching online job boards. When considering the actual job description, duties and responsibilities are the most crucial factors when job seekers chose whether or not to submit an application. Job seekers are most discouraged by job descriptions that are too short or not descriptive enough. Important duties and responsibilities should be included in the description so they are easy to find in a keyword search. Employers should keep their job descriptions detailed enough, but not so long that job seekers need to scroll down. Sell the position – how does this position impact your overall company success?

Location, Location

The second most crucial factor when job seekers chose to apply is location of the position, making it critical for employers to include information regarding the city, province or region for an opening. If you have multiple locations for a particular posting, you may want to separate them into multiple postings by specific cities, states or regions. Keep in mind that the web is International, so you’ll have people viewing your opening from around the world.

Job Title

Titles should be descriptive, clear and understandable to someone OUTSIDE your organization. Eliminate abbreviations and jargon specific to your company. For instance “Senior Quality Assurance Manager” will usually get a better response than “Quality IV, Mgr.”

Skills and Education Requirements

Being clear about the skills required and minimum education level needed for your job opening will save time in the long run for you and the applicant. For instance, if you require a minimum of a bachelor’s degree for a position, don’t hesitate to list this as a requirement. If your opening is more flexible, you can use language such as, “Bachelor’s degree preferred or equivalent work experience.”

Money

Right behind lack of description, candidates are also discouraged from applying to positions when no salary or pay information is provided. Many applicants may skip your posting entirely if no salary information is given. Try to provide at least a pay range, based on experience if necessary.

Your Organization

Include a short description of your company, including mission statement and goals. Use descriptors to showcase why someone would want to work at your organization. Reputation means a great deal to candidates. When AgCareers.com specifically asked job seekers about company brand/image, nearly 80% indicated that the company brand/image was important or very important in selecting which jobs to apply for. Be sure your company is seen in a positive light.

Call to Action

Give clear directions for the applicant: list a closing date for receipt of applications, note if you would like the applicant to provide salary, or any other requirements.

Hopefully these tips provide you with a few new tools that you can implement to continue to increase traffic and qualified candidates to your postings. If you would like to consult on a job posting, please contact agcareers@agcareers.com