Brand Presence in a Job Posting: Give Your Brand a Shout

Anonymous job postings: we’ve all seen them. Some of us have even replied to them. Maybe one or two of us are using them right now as a recruitment tool. Sometimes, a company decides to use a third-party recruiter, and the recruiter’s brand appears in the job posting. Or the recruiting software you’re using doesn’t let you integrate your brand into the job application.

Whatever the case may be, we’re more interested in the other side of the story today: putting your brand forward in a job posting, and helping job applicants connect with your company.

 

Here are three reasons why having brand presence in a job posting can matter.

 

  1. Job seekers don’t always know your brand when they’re applying for a job. In fact, many may be discovering your company for the first time. And even candidates who know your brand may have no idea what it’s like to work there.

In addition to the items traditionally found in a job posting, consider sharing details of what working there is like. Start with the perks and quirks that make your place of business unique. Bike racks on the walls in a LEED-certified office? Let your applicants know this.

As you build from listing the perks, you may wish to include links to your company’s blog and, if it applies, your social media pages—places where the message is a little more personal.

 

  1. Whether an applicant is new to your company, or has been a fan for years, the presence of your logo may convey more than you know. This visual cue can prompt everything from recognition to inquiry, and plenty in between. If you’re going to truly give your brand a shout out, the logo should be there. If it’s possible, go beyond the logo on the visual side: include company colors, images, and fonts that are consistent with your existing brand presence.

In addition, you may wish to make the tone of your job post mirror what a job applicant would find on your website, and in your blog articles and social posts. While you’re not trying to sell them a product or service in a job post, you ARE trying to sell someone on the idea of working at your company. Be sure they get the feel of your brand through the writing voice.

In our earlier Art of the Auto-Reply article, we offered a few tips on writing voice and style: use an active sentence structure; keep sentences short and conversational, etc. The rules apply here as well. Above all else, remember that you’re writing to another person. Therefore, they shouldn’t feel like they’re reading a text book, or trying to understand quantum physics when they’re reading your post (unless you’re hiring a quantum physicist).

 

  1. As you review your post, be sure to get out some paper and a pencil, and tally your score. Score? Yes! You’ll want to hit the high marks on the following:
  • Why would someone want to work for your company? Has your job post clearly shown and explained it? What more could you share?
  • What perception does your job post create about your company? For instance, if your company prides itself on a “casual environment,” does the post show this? And if it does, can you show this more directly?
  • Have you given job applicants enough reason to delve deeper into your brand? Will they want to visit your website? Are they inspired to move to the next step, and either fill out an application or submit a resume?

When all is said and done, you want your job posting to encourage applicants to take things to the next level, whether that means applying for the job, forwarding the post to a friend, or thinking highly of your products. Let the brand itself do some of the heavy lifting to guide them along.

 

myStaffingPro Releases Job Application Branding

myStaffingPro is an enterprise-level applicant tracking system for HR professionals that helps simplify your recruitment process. You can create job requisitions, then blast them across online job boards, social media, and your own personalized career portal. For your hiring manager, it’s as easy as clicking a button!

Company-branded job applications are now available with the myStaffingPro ATS system.

Let your company’s unique look, feel, and voice show on your job applications. And give job applicants more ways to discover and connect with your brand.

 

Contact myStaffingPro

 

Zen and the Art of Filling a Job

You know the job opening your company needed to fill yesterday? How much longer can you and your company wait until yesterday finally catches up? A week? Two weeks? A month? Chances are, it may be at least a month, and then some.

In fact, according to one recent study, it could be as many as 52 days until you fill your open position. That’s nearly a full work-week longer than it took companies to fill openings less than a decade ago.

 

Why does it take so long to fill a job opening?

The reasons can vary. Some claim it’s a thinning talent pool, while others point to greater competition, or the fact that job candidates have more options than ever before. Whatever the reason, one simple fact remains: the longer a position stays vacant, the more stress on your business and existing workforce. Either your current employees must pick up the slack, or the work simply goes undone.

 

Where are the bottlenecks in the recruitment process?

Many professionals point to the interview process as the main culprit. On average, the interview process takes 24 days from start to finish. Add background checks and screenings to the mix, and even after you’ve narrowed candidates down to a handful of applicants, it can still be a slow, uphill battle to fill the position.

 

So what can a company do to fill jobs faster?

We’ve constructed four “Zen-like tips” to help you find serenity now when it comes to filling your open positions.

 

  1. Start within. Sometimes the “peace of mind” you’re seeking is already at your company. As an early step in the hiring process, reach out to your existing employees and let them know about the open position. This will give employees who want to move into a new position a chance to apply.

It also gives hiring managers an opportunity to look into the future with current employees, and develop succession plans involving internal moves. Additionally, it gives current employees a chance to share news about the job opening with friends or former coworkers they believe are a good fit for the position and your company.

 

  1. Clarify your intentions. In the past we’ve touched upon how to write a job post like a pro. While the old adage suggests that there’s strength in numbers, a job post that attracts “more candidates” is only successful if it’s attracting a large pool of qualified candidates.

If sifting through the onslaught of applications is part of the slow-down effect, go back to the post itself. Be sure you’re clearly specifying the demands of the position, as well as the skills and experience needed to attract the best candidates.

And while we’re at it, have you filled out your own application yet? We’ve written about this in the past as well. It’s true that your application needs to get the right information. But for your applicant, it shouldn’t feel like they’re slogging through War and Peace (unless you’re hiring a professor of Russian Literature). Along these same lines, keep an eye out for an upcoming post about the reasons candidates abandon job applications mid-stream.

 

  1. Focus your gaze. Even though we’re talking about speeding up the hiring process, it’s okay to be picky. After all, when you finally fill the job that needed to be filled yesterday, you want to be sure your new hire will be the best fit tomorrow.

Earlier we mentioned that the interview phase is one of the biggest bottlenecks in the hiring process. Here are a couple of considerations as you focus in on the “best candidate.”

  • Take steps before you start interviewing to help you narrow your choices. If possible, conduct brief phone or video conference screenings to get your top 10 list down to a more manageable 5.
  • From your top 5, return to their resumes and job applications, and consider what they shared on the phone. Can you narrow your top candidate list down to 3? Keep in mind that when you add a few strategic steps early, you may actually save time on longer steps later.

 

  1. Let it flow. Make sure the hiring process runs smoothly from person to person. Every company has its own process of hiring process approvals. Find tools and systems that alert different members of your hiring team when it’s their turn—whether it’s a task for an administrator, or a member of the executive suite. This will help make sure the next step doesn’t become a lost “to-do” on someone’s calendar.

And speaking of steps, remember the journey of a thousand steps. In the end, you may not be able to fill your open position yesterday. But when you reach out to your existing resources and employees, clearly communicate what you’re looking for in a new hire, and make changes to push through any bottlenecks in the process, you will make things a little easier for yourself and your company when it comes to filling your present and future job openings.


Ready to bring inner peace to your hiring process?

The length of the hiring process can be maddening for executives, administrators, hiring managers, HR professionals and job candidates alike. Companies are increasingly looking for software solutions to speed up the process.

myStaffingPro is an applicant tracking system that creates powerful workflows that alert the next person in the process to take action—so your hiring managers aren’t left wondering if they’ll ever get that new employee on the floor.

Contact a Staffing Pro Today

Does Your Job Application Have Abandonment Issues?

What if you knew that within the first hour of posting a job application, ten candidates started filling the application out? Pretty good, right? But what if we told you that six of those candidates QUIT filling out the application halfway through?

Recent statistics suggest that this is what’s happening: as many as 60% of applicants quit filling out an online job application right around the mid-point. If the number sounds high to you, many hiring experts suggest that the actual rate may be even higher. And their reasoning is simple: candidates often get turned off when a job application is either too long or too complex.

Doesn’t a long job application “weed out” weaker candidates?

Once upon a time, hiring professionals believed that a longer job application was better. As they saw it, the long job application helped screen candidates who were either less qualified, less motivated, or both. Even today, some recruiters and hiring managers still trust this model. But for job seekers, the opposite is often true.

When an online job application is too long or too complex, employers may lose out on job candidates from across the talent pool.

Today’s job seekers are well-aware of how valuable their time is. In an online environment, they expect job applications to keep up with the medium itself.

  • They want to be able to complete job applications in real-time, rather than having to save and return to them later.
  • They want online applications to function in a web-friendly way, from how it looks on screen, to how it works across devices (laptops, tablets and phones).
  • They don’t want to deal with redundancies like multiple log-ins, keying or pasting information from their resume into the application, or answering similar sounding questions as they scroll from page to page.

 

Previously we’ve written about the importance of testing your own job application. It’s a great way for you to determine if you’re asking the questions needed to find the best candidates for the job.

Here are additional questions to ask yourself when you’re creating or revising a job application. When you avoid these red flags, you can help keep candidates engaged with the job application process from start to finish—and may lower your bounce rate accordingly.

  1. How many questions does your job application ask? The recruitment company Appcast found job applications of 25 or fewer questions have twice the completion rate than applications with 50 or more questions. If the goal is to encourage candidates to complete your online job application, fewer questions is often better.

 

  1. Is your application redundant in any way? Ensure the application doesn’t ask unnecessary questions that will solicit similar answers.

 

  1. Is your job application smartphone-ready? Across all demographics, smartphones are becoming more ingrained in our lives by the day. When your job application is smartphone-friendly, you may reach a wider range of job applicants and allow them the ability to fill out your application at a time that’s right for them—whether they’re taking public transportation between job interviews, sitting in a café, or are in the lobby of a movie theater during the coming attractions. Don’t believe us? As one study puts it, mobile recruiting is becoming the “new normal.” And this starts with the job application.

 

As you continue to refine your job application, remember the ripple effect it sends across your entire organization. As we pointed out in a previous post, it takes an average of 52 days to fill an open position. This gap in your org chart may put serious strain on existing employees and the company’s bottom line.

One way to begin bringing this number down is to increase the number of qualified applicants who finish your job application.


Ready to automate your application process?

myStaffingPro’s application tracking software gives you tools to create powerful, easy-to-fill job applications. Candidates can pre-populate fields via social apply or resume parsing, cutting their application time and increasing your application completion rate. On-the-go candidates can even fill out applications via mobile devices.

Our support and integration teams are based in the U.S., and will configure your software to fit your unique process and needs. Our solution even includes candidate support, so applicants with technical questions can contact us with software issues—instead of their potential employer.

 

Contact a Staffing Pro Today

 

The Art of the Auto-Reply: Responding to Job Applicants

 

If you read our earlier “Test Your Own Job Application” article, then you know that the last step of the test involves the auto-reply message. To some, the auto-reply is a small formality. Not to us. Let’s go deeper into the auto-reply to review ways to connect with applicants.

Yes, your auto-reply message to a job applicant matters—maybe even more than you think.

Consider the applicant’s point-of-view for a moment. If they’ve applied for a job via your automated system, they’ve probably spent some time on your website, got to know the facts about your company, and perhaps even started following your company on social media. They’ve decided that things look and sound like a good fit for their next career move.

Most likely, up until the moment they click “send” on their job application, it’s been a one-way relationship. The auto-reply will be the first time the job seeker has received anything from your company back to them.

Sure, a generic auto-reply is acceptable, but you can also use it as a way to differentiate your company. According to a recent report on HR recruiting trends, company culture is the #1 thing candidates wish they knew about your organization before they accept a job offer.  Why not use this opportunity to make a great first impression?

The auto-reply tells job applicants that there’s a human on the other end of the process.

Whether you’re reviewing an existing auto-reply, or creating a new one, now is a good time to consider your language and tone. If your marketing department has developed brand guidelines, by all means consult them before writing your auto-reply. If you have a copywriter in your organization, reach out and have them assist in the development of your auto-reply content.

Short of that, there are a few ways you can keep the tone both personable and professional.

  • Opt for an active sentence structure, rather than passive. (Active: “We have forwarded your email…” Passive: “Your email has been forwarded…”) The active voice is warmer, and has a little more personality.
  • Keep sentences short and conversational. For example: “A member of our HR department will be in touch,” as opposed to, “Shortly each applicant will be receiving an email reply from a member of human resources division.”
  • Provide some general information about what happens next in the process. Job applicants will appreciate having a sense of next steps. An example may read like this: “Expect to hear from us within the next two weeks. We will provide you with an update of your application status at that time.” And if you go this route, remember that white space is your friend. Compose your note as a series of stand-alone sentences, rather than a blocky paragraph. Your readers will appreciate the chance to scan.

Here are a few other ways you can make sure your auto-reply to job applicants is working for them and for your company.

  1. Personalize the message as much as possible. Depending on your email configuration, and how your auto-reply is synched up with the job application, you may be able to personalize your auto-reply by including the candidate’s name, and the job title they’ve applied for in your reply message.
  2. Include ways for applicants to find out more about your brand. Not all of your job applicants will have started following your company’s social media feed, signed up for your e-newsletter, or read the last blog post. The auto-reply is a great way to invite them to do so. Include social icons, links to your website, or e-newsletter buttons in order to deepen a potential employee’s connection with your company.
  3. Add a small degree of professional networking. Include links to other job posts, and provide them with a way to forward posts to friends or colleagues who might be interested.

 More than anything, remember that the person on the receiving end is connecting with your company—quite possibly for the first time. While an auto-reply is automated, it’s still a chance to show that your company is human.

Test Your Own Job Application: And See Things Like a Job Applicant

Almost everyone, at some point, has filled out a job application. Maybe it was for a summer job, or a retail position—or perhaps your current role started when you completed an application through an automated hiring system.

Filling out a job application typically isn’t a memorable experience.

The act of filling out a job application suggests that an applicant is looking for a change, or a new start. Maybe they’ve been in the job market longer than they’d hoped. They might be dealing with stress or anxiety. They also might be very excited to be applying to what sounds like their “dream job.” Whatever the case, it’s important to consider an applicant’s point-of-view when creating a job application process.

Getting beyond the application itself, remember that this could be their first interaction with your company. Even if they don’t apply now, you still want to create a connection.

Our point: keep sight of the applicant’s experience. One of the easiest ways to do so is to fill out your own job application.

When you fill out your own job application, you gain and entirely new view into the experience.

No matter the industry or career, job applications should gather information required to determine if the applicant is qualified for the position. A best practice is to review your application with legal counsel to ensure you are not asking questions prohibited by local, state or federal law. With that said, you can still tailor your application and process in ways that improve the experience for job applicants.

If you’re using an automated hiring system, here are some steps to help you test your job application process:

  1. First, set up a personal email account, or create a new one if you don’t want to use an existing one.
  2. Apply for one of the jobs that’s listed on your company’s automated hiring system.
  3. As you apply, take notes, and consider a wide range of questions.
    1. Are you asking the right questions to get the information you need? Will an applicant’s answers help you decide whether or not to take them to the next step in the process? Can they communicate their talents, and explain how they’ll fulfill the demands of the position?
    2. Can you automate the process? For instance, can your system automatically pull data from sites such as LinkedIn, or from an applicant’s resume or online portfolio? If so, does your system format their information in a professional way? Or does it take an applicant even more time to re-format the info? In addition, are applicants able to upload or write a cover letter that explains their interests in your job, and why they’re a good fit?
    3. What does the application say about your company or your department? Does it “look” and “feel” like your company and brand? Is your company’s logo on the application? Have you included your colors and fonts? Does the application reflect your marketing?
    4. Finally, how long does it take to complete the application? Studies show that longer applications lead to lower completion rates. You want your applicants to feel like filling out your job application is a good use of their time.

Once you’ve completed the job application, the testing process continues.

After you click “send,” it’s time to test the auto-responder:

  1. Do you receive an auto-reply message right away? Do you even get one?
  2. How does the auto-reply message read? Is it too formal? Not formal enough? Does it match the tone and voice of your brand? (Keep an eye out for our upcoming “Art of the Autoreply” post, which will dig deeper into the auto-response message.)

While there’s no one-size-fits-all template for the “perfect application,” here are three tips to consider as you reevaluate your own job applications:

  1. Ask questions that fit the job, and build the application accordingly. In some fields, professional experience is the most important factor; in others, education or required licenses matters more. The right mix, depending on the job, will help your applicants provide the information you need.
  1. Strike a balance. You want job applicants to feel that your company respects their time. Create questions that flow into one another, and use multiple choice questions, as well as “click all that apply” options where you can. Remember: a job application that takes a few minutes to fill out will drive a higher completion rate than one that takes an hour!
  1. Be consistent in your style. The tone should fit the voice of your company and brand, and reflect the atmosphere of the department that’s hiring. Along these same lines, consider ways to improve the interface so the process is as user-friendly as possible. An interface that is easy to use—and reflects the company’s personality—will help job applicants move through the application quicker.

Ready to automate your application process?

myStaffingPro’s application tracking software gives you all the tools to create powerful, easy-to-fill job applications. Candidates can pre-populate fields via social apply or resume parsing, cutting their application time and increasing your application completion rate. On-the-go candidates can even fill out applications via mobile devices.

Our support and integration teams are based in the U.S., and will configure your software to fit your unique process and needs. Our solution even includes candidate support, so applicants with technical questions can contact us with software issues—instead of their potential employer.

Contact a Staffing Pro Today

Employee’s First Day: Stay Focused on Flexible

When we think back to memorable firsts, we tend to file them in one of two camps: memorable for good reasons, and memorable for reasons that are not so good. When it comes to a new employee’s first day, you definitely want them to file the day in the “good” category. After all, an employee’s first impression will extend into his or her tenure, for better or for worse. In many cases, a positive experience on the first day is one of the keys to retaining an employee—which may translate to savings on the cost associated with training replacements.

In our earlier onboarding article, we talked about how important the first day is—as well as the days that come before and after. We’d like to put the spotlight back on the first day, and look at a few ways to make Day 1 the good kind of memorable.

 

  1. Make it personal for you new employee at the start

There will be big and small essentials for sure—from helping them find their way around, to using the fob or badge system, to finishing paperwork and more. As you power along, just remember that the first day can set a lasting tone. So remember the personal touch:

  • Meet them when they arrive, or assign others as their “welcoming committee.” They’ll appreciate the gesture.
  • As you show them around, ask if there’s anything they want to see or do first. Perhaps they need to get clarity about something, or are excited to see their workspace. Maybe they want to meet the team. Conversely, they may want to enter quietly with as little hoopla as possible. Keep checking in, and let them have a voice in the process.

 

  1. Hit high marks on the details

Being buttoned up isn’t just about appearance. Leave a lasting impression that your company cares about the finer points, and make sure the details are dialed in:

  • Have their workspace set up and ready to go—this includes desk, phone and technology.
  • Continue to follow their lead as you show them around, and introduce them to co-workers. Be sure they’re not getting too much too soon.
  • Make sure they finish up any essential paperwork. As we discussed in our onboarding article, it may be possible to complete some paperwork before the first day. If that’s not the case at your company, make sure they have time to read and complete new hire paperwork.

 

  1. Remember your first-day plan, but stay flexible

So much comes down to the personality and comfort of your new hire. Maybe you generally take new hires out for an offsite team lunch, but your most recent hire is more introverted, and would rather plan a team lunch for another time. Again, follow their lead. Whatever you do, don’t create the impression that you’re forcing them around.

Other ways to stay flexible include:

  • Be conversational and intentional. Don’t just ask how it’s going—actually adjust per their feedback. If they want to slow things down—or speed things up—adapt as you can.
  • Pass the baton and share the load. In some offices, it makes sense to assign a peer partner to lead your new employee on their first day. In others, it’s easier to have team members take on responsibilities during the day. Decide what’s best for your company, and shift gears if you have to.

 

  1. Encourage your new hire to jump in right away

Is there a better way to feel valuable than by rolling up your sleeves and contributing? Being part of the work at hand is perhaps one of the best ways to get someone excited.

  • Depending on what type of business you are, invite your new hire into a group brainstorming session. Maybe you’re in the middle of reorganizing your retail space, are considering new front desk software, or are coming up with a campaign pitch. Include your newest hire to participate at the level that’s comfortable for them.
  • Give them a task that’s in their wheelhouse. Maybe your new hire has a great eye for detail, amazing organizational skills, or is a sharp editor. Ask for their input on a project that’s midstream, or give them a chance to review and markup a document that’s ready to go out. They’ll appreciate the opportunity to sink their teeth into something real.

 

  1. Check in before your new employee heads home after their first day

Remember, even though the first day has its own tenor, it does not happen in a vacuum. With about an hour left in the work day, make sure you check in with them one last time.

  • Ask for any last pieces of feedback they may have been waiting to share, or that has just occurred to them.
  • See what their highlights were, and don’t be afraid to ask for critical feedback as well.
  • Make sure they feel like they’re equipped with the tools and supplies they need, and find out if they have questions about processes around the office or work environment.
  • See if there are any lingering issues, or things for which they need more clarity. If it’s too late to get these answers before EOD, set them as the top of the next day’s agenda.

In the end, you want the first day to go as seamlessly as possible. By giving your newest hire every opportunity to be seen, heard, and involved, the day will fly by, and will help to set a successful tone.

 

Make Onboarding Easy with myStaffingPro

Many companies are turning toward software solutions to assist them with the technicalities of the onboarding process. This allows your HR team to focus on the human part of onboarding a new employee, while paperwork is completed through an efficient, easy-to-use system that most employees can use with little to no assistance.

myStaffingPro is an enterprise-level applicant tracking system for HR professionals. Through our software solution, you can recruit candidates, and seamlessly flow them through interviews, offers, background checks, and onboarding.

 

Find Out More About myStaffingPro

 

Onboarding: More than Just “Showing the New Kid Around”

Remember the jitters of starting at a new school? On your first day, an older student might have helped you figure out how to find your locker and follow shortcuts to beat the bell. But after that, you were on your own in a sea of strange new faces.

As professionals, most of us can navigate new environments better than when we were kids. Still, it helps to be guided into a new professional reality, and to have a clear view of the future at the same time. This is what effective onboarding is all about.

 

Onboarding helps your most recent hire go from new employee to successful contributor.

Onboarding is a critical element to bringing new employees into the fold—and it goes way beyond an orientation. In fact, more and more businesses recognize effective onboarding as the key to building a successful, long-lasting venture. And this goes beyond creating synergy in the workplace—it’s a cost savings measure too. Some studies suggest that replacing an employee can cost businesses as much as 1.5 times the employee’s salary in training and lost management hours—costs that most businesses would rather avoid.

 

What does successful onboarding look like?

Here are three stages to help build and follow a successful onboarding plan:

 

  1. Start early

Waiting for your new hire’s first day? Start earlier if your company allows for it. You’ll get a number of the essential pieces out of the way, and kickstart the process of bringing the new hire into the mix. That way, they’ll already have momentum on their first day.

  • Send them what they need ahead of time—legal forms, their formal offer letter, the employee handbook, and company policies.*
  • Allow access to HR software and other applications they’ll use.
  • If you have a company intranet, or internal social media page, give them access. Direct them to videos, podcasts, and other info that will help them take a deeper dive into the company’s mission and goals.

*Be sure to comply with wage and hour laws regarding compensation for time spent reviewing company materials, including work-related emails, before or after their first day at work.

Internally, make sure other members of your team are ready too.

  • Encourage peers to reach out with short congratulatory emails.
  • Connect with IT to be sure your new hire’s technology (hardware and software) is ready on day one.
  • Prepare a contact list for your new hire’s workspace so they’ll know how to connect others.
  • Provide visual information to help them find their way around (maps, punch codes, org charts, etc.)

 

  1. Make the first day and week memorable, but not overwhelming

Doing the early work is a way to help your new hire feel comfortable and ready to go from the start. In an office setting: the computer is set, email is configured, and their name plate is waiting near their workspace. Or you’ve made space in the breakroom for their lunch and belongings, set up a mentor system, and have constructed a list of activities they can perform to fit into the workflow.

No matter what industry your new employee is in, here are a few other things to consider for the first day:

  • Meet them when they arrive, or assign a few team members to do so. It’s like receiving a personal welcome from the host at a party.
  • Show them around, and help them get situated at their own pace. Maybe they want to check out the break room or cafeteria. Perhaps they have questions about parking they didn’t realize until they showed up. Do they want to try out their ID badge?

In fact, keep things as personalized as possible, and follow their lead. Is your new hire an introvert? Perhaps they’d rather go to their workspace first, then meet people. Give them options, and ask for input along the way.

And remember, it’s not just about new hires “fitting in.” They want to be sure your company fits them as well.

  • Be sure they get one-on-one and small group time with their manager, project leads, or others with whom they’ll be interfacing.
  • Look at these moments two-fold: 1) they serve as meet-and-greets; and 2) they help your new hire ask questions, and see the bigger picture about his or her role going forward.

 

  1. Just when you think you’re done, continue the onboarding process.

Congratulations—the first week is over. Time to kick back and relax, right? Not at all. Successful onboarding will continue for some time—anywhere from 90 days to an entire first year.

You’ll want to schedule status checks, and discuss your new employee’s career goals.

  • Set up periodic check-ins during the first few weeks, right through the half-year mark.
  • Create a more in-depth survey, or share a pre-existing video suite at specific times, complete with self-evaluations, learning systems, and resources to help them set career goals.

Find out how the company has (or hasn’t) met your new hire’s expectations—and don’t be afraid to ask for this level of feedback.

  • These types of “direct truths” will likely pay huge dividends going forward, and receiving such feedback is a powerful way to help ensure the company is “walking its talk.”
  • On a personal level, your new hire may appreciate having the opportunity to be candid.

You can also use status checks to gauge your new hire’s strategic goals.

  • Do they see their path toward growth and development in the organization?
  • Have they encountered any stumbling block or new ideas?
  • How have their career plans shifted?

Remember: the days of the slapdash walk-through—as well as do-it-all-in-one-day orientation—are gone. Onboarding is a progressive, iterative process, one that requires time, follow-up, and follow-through. Done correctly, it transforms from a positive first impression, to a lasting mark that dramatically improves retention over time.

 

  1. Consider a software solution to assist with onboarding.

Many companies are turning toward software solutions to assist with the technicalities of their onboarding process.  This allows your HR team to focus on the human part of onboarding a new employee, while paperwork is completed through an efficient, easy-to-use system that most employees can use with little to no assistance.

myStaffingPro is an enterprise-level applicant tracking system for HR professionals. Through our software solution, you can recruit candidates, and seamlessly flow them through interviews, offers, background checks, and onboarding.

 

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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.

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Optimize Your Applicant Experience

Optimize Your Applicant Experience Treat your candidates like customers. Making a great first impression is essential to the applicant experience. One of the best ways to do this is to focus on optimizing your recruiting process.

Put yourself in the applicant’s shoes by testing your application process:  

  • Search for a job that your company is hiring for.
  • How did you find the job?
  • Where is the job posting listed?
  • Can you apply through a mobile device?
  • Can you login with a social media profile?
  • Can you upload your resumé into the system easily? If so, does it automatically fill in your information or do you have to manually enter it in?
  • Can you make edits along the way?
  • Are you updated about your application status?
  • Can your easily check the status of your application?

If you’ve answered no to any of these questions, than it’s time to re-evaluate your applicant experience and upgrade to a more user-friendly system that can incorporate usability techniques into your online application process. Take a look at our usability  tips.