Five Questions to Help Your Job Posting Attract Better Talent

Help Your Job Posting

Help Your Job Posting

At times, the hiring process can be frustrating. For instance, there may be occasions when your job posting doesn’t receive much attention. Equally troublesome would be an abundance of hopeful candidates, none of whom fit the bill. If you find yourself wondering why the top-notch talent isn’t biting, it may be that you haven’t been using the right bait to capture their interest.

If your hiring efforts aren’t attracting the right type of candidates, ask yourself these questions:

1. Does the job’s title and compensation reflect realistic expectations?

Especially when there are financial constraints, a startup or similar growing company may seek to hire senior level candidates at mid-level salaries. Although the current market is flooded with candidates eager to work, a smaller income package is not likely to attract higher experience levels. Top talent is often already employed. It generally takes a strong compensation package to lure them away. Alternatively, it could be tempting to over-inflate the position by giving it a greater title than the job’s responsibilities entail. Top talent is not likely to fall for a hands-on, lower salaried job description just because the title implies management levels. This approach could instead result in lesser experienced candidates seeking higher salary levels to match the title’s insinuated meaning. If you are a fledgling company, it may be that you are getting the candidates your company warrants at this point in its life cycle. By using realistic titles to match expected responsibilities, and salary ranges that are in-line with the industry, you could create better odds for attracting appropriate candidates.

2. Is the job description too general?

Not only do generic job postings tend to blend in with the masses, they don’t give the right candidates a motivating call to action. To create a posting that will target the top talent desired, it is helpful to first focus on the core, non-negotiable requirements these candidates need to have. Determine what this new employee should accomplish in their first six to twelve months. What skills will be most helpful in reaching those goals? Breaking down the skill set wish list into qualities a candidate must have, versus those you are willing to live without, allows you to be specific in the creation of a more effective job description. Highlighting the importance of a candidate’s certain expertise could entice top-notch talent to contribute to your organization. By emphasizing highly desired skills, and sharing expectations in your job description, you can better minimize interest from unqualified candidates.

3. Am I marketing the role correctly?

Regardless of the accuracy and intrigue of a job description, if it isn’t promoted to the most appropriate channels, its effectiveness could be compromised. Where is your desired top talent spending their time? By researching your audience, you can better determine the correct type of job boards, online communities, alumni groups and multitude of other options available for advertising your opening. Recruiters are an additional resource, with experience in different sectors, specializing in a variety of role placements. This could prove to be advantageous in promoting your job and placing the right candidate with you. The correct channel for a job posting is just as important as the correct message. By getting the word out to the appropriate places, the top talent you need has a better opportunity to see your message.

4. Am I communicating with my recruiter effectively?

When using a recruiter, they should know who you are looking for and where to find them. Sharing your full range of desired qualities, specific items to avoid, job responsibilities, and resumes of similar successful hires can all be useful tools to the recruiting process. Feedback on rejected resumes, or on candidates accepted for interviews, will provide insight that can be helpful to a more refined search. By keeping communication clear and ongoing between both parties, you give your recruiter better tools to work with in order for them to deliver the quality candidates you desire.

5. Is my company interesting enough?

Top talent can often be found juggling competing job offers. One of their key considerations may be whether or not a company is interesting enough to work for. You may be interesting. But, with so many startups and evolving firms in the marketplace innovating our world, are you interesting enough to win the talent competition? Spreading the right image for your company can help attract the type of employees you desire. If you are a startup gaining traction, prior success by your company’s founding team can increase a candidate’s confidence in the opportunity. By using the job description to highlight the interesting ideas your company is developing and how its structure keeps those ideas moving forward, you can give talented candidates a reason to move forward with you.

When you are dissatisfied with the caliber of talent that your current job postings are attracting, remember these five points. Be realistic with your expectations. Define the most valued skills for the candidate’s success. Research and target the right channels for your audience. Communicate with your search partners. And emphasize your company’s most interesting qualities. Taken together, this approach can help begin to minimize the frustration level of your hiring process.

With these tips we hope to help your job posting reach the eyes of the right canidates.

Sandy Bleich, Senior Partner at Millennium Search, has over 25 years of global experience as a technology executive. As a recruiter, clients and candidates have consistently recognized her as an excellent communicator and valued partner.

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