7 Tips for Writing a Job Posting Like a Pro

7 Tips for Writing a Job Posting Like a Pro

 

1. Be Accurate First. Market Second.

Writing a great job posting is a far more complicated task than most people think.  A strong job posting is first and foremost accurate.  If your job posting is accurate, your future employee will know what’s expected of them before they’re even hired—laying the groundwork for success.  Meanwhile, an inaccurate job posting can lead to a poor applicant pool, and misunderstandings.

Job postings can be both a recruiting tool and an advertisement for your company. Once you’re sure you have all the facts correct, discuss with your marketing team whether the job posting is on-brand.  Most companies have brand guidelines that define their company’s voice and culture.  There’s no need to go overboard, but adjusting a job posting to fit your company’s style will help increase the likelihood that your new employee is the right fit.

2. Make Sure the Job Posting You Write Has All the Parts

A job posting need not account for every task that an employee might ever do.  On the other hand, it should absolutely list the basics, like:

  • Job Title
  • Type of Employment (Full-time, Part-Time, or Temporary)
  • Expected Hours or Shifts
  • Likelihood of Overtime or Weekend Work
  • List of General Responsibilities
  • Requirements and/or Preferences in:
    • Education
    • Experience
    • Technical Skills

3. Don’t Be Coy about Salary in your Job Posting

Many employers choose not to list a salary range when they write their job postings.  This makes sense if the salary of the job you are offering has considerable variance.  For example, if you’re not sure whether you want to hire someone junior-level with less experience and train them, or whether you’d like to hire someone more senior level who can hit the ground running—you might set a salary range to Depends on Experience (DOE) in order to capture both types of candidates.

Not setting a range for the sole purpose of trying to minimize salary, though, may not be the best strategy.  Savvy, busy professionals may not have the patience to submit an application without knowing whether the salary meets their expectations; and less qualified candidates might take the lack of a salary range as an indication that they can get in the door by keeping their demands low.

If you have a budget and know what level of experience you’re looking for, setting a salary (or  salary range) at the low end of your scale will help ensure a stronger—and more refined— applicant pool, while leaving room for negotiation if the applicant you want requests more.

4. Research Job Titles and Get Them Right

Job titles matter.  A writer is different from a content manager.  A director is different from a manager.   A CEO is different from an owner.  Because job boards like Indeed, or Glassdoor are so crowded with job postings, job seekers are quickly searching on the titles they think they fit, and ignoring other jobs that they might also qualify for.  Consider who you’re trying to hire, and what job title they might be searching on.  Consider less sophisticated titles for junior positions, and more sophisticated ones for senior ones.

5. Don’t Overdo It

While it’s important when writing a job posting to list the tasks and responsibilities that will take up the majority of an employees’ time, this can be done in a general way.  The digital format allows for longer job postings, but consider keeping them short and sweet so a potential candidate doesn’t pass them over.  Think of ways to shorten your posting.  For example, instead of writing, “posts status updates to Facebook, creates tweets for Twitter, and produces articles for LinkedIn,” you might simply say, “manages social media channels.”

6. Don’t Be Afraid to Change Your Job Posting

One of the advantages of digital communication is that it’s easy to edit.  If your needs change, or if you’re not pulling in enough (or the wrong kind of) applicants, don’t hesitate to edit or rewrite your posting.  Because search tools are so sophisticated, a simple word change can alter the number and types of applicants that your job posting draws in.

7. Broadcast Your Job Description Everywhere

The task of writing a strong job posting doesn’t stop when you save it to your hard drive.  Writing also means promoting.  Savvy recruiters post the job on dozens of job boards, and then promote those postings across their company’s social media channels.

If you’re a busy recruiter, you know how time-consuming the writing and promotion of a job can be.  That’s why HR professionals are turning more and more frequently to recruitment software to automate the promotion of their job openings across job boards and social media.


Ready to Automate your Job Recruitment Process?

Your applicant tracking system (ATS) may be the first thing a potential employee sees from your company.  Leave a professional impression with myStaffingPro, the premier ATS for HR professionals. Recruit candidates, seamlessly flow applicants through interviews, offers, background checks, and onboarding with our trusted software solution.

Contact myStaffingPro Today

recruitment software or employment agency image

Recruiting Software vs. Employment Agencies: Which is More Cost-Effective

Many companies struggle with the decision about whether to recruit employees themselves, using recruitment software or other tools, or whether to simply hire an employment agency to do the work for them.  Let’s look at some of the factors that come into play.

1. Time to Hire:  Recruitment Software vs. Employment Agency

Winner – Employment Agency

The perception of most hiring managers is that the fastest way to a hire is through an employment agency. This may or may not be true. Employment agencies are incentivized to fill a role as quickly as possible, while your own HR team rarely receives the same monetary rewards.  If there is a strong business case to fill a position quickly, an employment agency may be your quickest route to a hire, but remember, the cost of agency hires can quickly add up.  Agencies look to get the highest rates possible for their candidates, and their own markups can go as high as 75%.

2. Candidate Quality: Recruitment Software vs. Employment Agency

Winner – Even

While in theory, an employment agency takes great care to vet potential candidates, modern economics are bringing that theory more into question. Employment agencies are more likely to be clamoring for your business than more job candidates—and they’re likely using their own recruitment software to get them. Many employment agencies put out a cattle call any time a job opening appears, force candidates to make their case for the job, and then spam resumes to your hiring manager or HR team.  While it might be nice to quickly have a dozen resumes on your desk, the candidate quality may not be any higher than if you’d done the search yourself.

 


Ready to Bring Your Hiring In-House?

myStaffingPro is the premier applicant tracking software for HR professionals. Recruit candidates, seamlessly flow applicants through interviews and background checks, and onboard new employees with our trusted software solution.

Contact myStaffingPro Today


Transition from Offer to Onboard: Recruiting Software vs. Employment Agency

Winner – Recruitment Software

Many companies that use an employment agency to speed up their hire time lose that time during the onboarding process.  If you’ve made a hire in-house, you’ve already collected resumes, job history, and other data that your HR team will need to complete the hire and get your employee transitioned.  If you’re working with an agency, though, you’re starting from scratch.  To make matters worse, you now have a middleman you need to work through—whose work is now done after they’ve made the “sale” —which often unexpectedly delays a start date.  And of course, your team has to finalize the contract with the employment agency—a more complex transaction than a direct hire.

4. Overall Cost: Recruiting Software vs. Employment Agency

Winner – Recruitment Software

Consider for a moment the overall cost of hiring employees through employee agencies vs. purchasing recruiting software.  While agency markups vary, an average markup of 40% is not uncommon.  Let’s say your company hires 10 new employees in a year, at an average salary of $60,000.  The additional cost of hiring those employees through an agency is $240,000/year.

The cost of even the highest-end recruitment software falls far short of that yearly figure.  While you might have to grow your in-house team slightly to handle the additional demands of  recruiting—the software itself softens that load through social media recruitment features, automatic job board posting, digital data gathering, pre-screening, and workflow systems that guide employees through the onboarding process.

None of this means you should never use a staffing agency, but adding an applicant tracking system to your HR suite is almost always a worthwhile investment, and gives you the control.


myStaffingPro is a best-of-class applicant tracking system backed by Paychex, a 3 billion-dollar company. Our software is cloud-based, which means it’s constantly being updated and improved.

Contact us today to find out more, see a demo, or request a quote.

Contact myStaffingPro Today

From Paper Resume to Online Job Application

From Paper Resumes to Online Job Applications

How Do You Know It’s Time to Shift?

Move to Online Job Applications When You’re Overwhelmed with Paper Resumes

If your business has grown to the point where you’re getting hundreds of paper resumes for every job posting you list, it might be time to consider an applicant tracking system (ATS).

An ATS allows you to create online job applications that can be posted on both job boards and your own website.  Job applicants can fill information into a web-based form, upload cover letters and resumes, or import information from sites like LinkedIn.

HR administrators can then set up their applicant tracking system to pre-screen or score applicants based on lawful criteria applicable to the position. Some systems utilize keywords to help locate candidates with specific hard-to-find skills.


Tired of Paper Resumes?

Ready to Implement Online Job Applications?

myStaffingPro is the premier applicant tracking software for HR professionals. Recruit candidates, seamlessly flow applicants through interviews, the hiring process, and onboard new employees with our trusted software solution.

 

Contact myStaffingPro Today


Shift to an Online Job Application System When Your Competitors are Getting All the Best Employees

If your company is growing but having difficulty filling roles in your IT department, or other highly competitive job functions, it might be time to expand your reach through an applicant tracking system.

75% of large corporations use an ATS to automatically post job openings to all the major online job boards. Most powerful ATS software suites include social broadcasting functionality, allowing you to advertise hard-to-fill open positions to Facebook, Twitter, and LinkedIn.

Social media channels and online job boards can then be used to automatically funnel prime candidates to your mobile-optimized job application.  Active and busy applicants can quickly apply for jobs on-the-go.

When Hiring Is Taking Too Long, Online Job Applications Make Your Workflow Smoother

As your company grows, the process of recruiting, hiring, and onboarding a new employee can get more complicated and take longer. Overall company productivity can decline if job requisitions take too long to fill.

Powerful applicant tracking systems like myStaffingPro allow you to streamline your HR processes, so that applicants can smoothly be transitioned through initial recruitment, interviews, salary negotiation and hire, and onboarding.  By allowing all involved parties—the hiring manager, your HR team, and payroll—to see where the applicant is in the process, new hires should transition more quickly from newbie to productive employee: helping to save your company both time and money.

 

 


Want to See a Best-of-Class Applicant Tracking System in Action?

myStaffingPro is a best-of-class applicant tracking system backed by Paychex, a 3 billion-dollar company. Our software is cloud-based, which means it’s always being updated to keep it at the forefront of technology.

Contact us today to find out more, see a demo, or request a quote.

Request a Demo Today

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