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To attract talent in the “new normal,” where talent priorities have evolved with the workforce, organizations must realize that the formula to drive job posting engagement has changed from the traditional go-to market copy.<\/p>\n
Unless your organization is a household name, chances are that when a job seeker clicks on your job posting, it\u2019s their first time engaging with your brand. But what does this re-imagined job posting look like and how do you get talent to engage?<\/p>\n
The information below will help your team design a job posting that works right now:<\/p>\n
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Amid a candidate-driven market, it’s critical for organizations to offer competitive and attractive motivators for why talent should join their teams.<\/p>\n
Before listing the core requirements and competencies of the opportunity, the top of every job posting should include:<\/p>\n
1. Remuneration <\/p>\n <\/p>\n <\/p>\n <\/p>\n Talent comes with the expectation of being compensated fairly for their skills, and a recent study finds 70 per cent of professionals want to know what that dollar amount is before entertaining any conversations with a recruitment team. <\/p>\n Is your rate card or salary guide up to date to ensure your organization can offer competitive compensation? <\/p>\n <\/p>\n <\/p>\n As Return-to-Office policies, remote work models and COVID-19 mandates begin to take shape, how do you highlight your organization’s stance on things that matter most to talent?<\/p>\n For instance, with remote work the new norm, Ping Pong tables and free snacks in the office lunch room are no longer an attractive benefit. Within your benefits section, consider aspects like:<\/p>\n \u2022 Profit sharing options <\/p>\n <\/p>\n <\/p>\n <\/p>\n Flexible work options, such as remote and hybrid work models, have accelerated to major selection criteria when seeking new opportunities. Flexibility is now just as important as compensation for talent when choosing where and how to work \u2013 with 67% and 68% respectively citing each as \u2018very important\u2019 in our Voice of Talent report<\/a>. <\/p>\n These priorities must be top of mind when looking to engage talent and must be listed at the top of your job posting. <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n Compelling reasons are similar to company benefits, where employers must use incentives to sell the opportunity. A job posting should define, at a minimum, three compelling reasons to entice engagement. These selling points can include:<\/p>\n DISRUPTION:<\/strong> You have a product, service or technology that is revolutionizing how something is done.<\/p>\n PURPOSE:<\/strong> Why does your company exist? What is the value to its employees and customers?<\/p>\n CULTURE:<\/strong> Depending on the generation you are seeking to hire, culture plays a large part in selling the candidate. Here are some key items to address. Culture considerations include:\u2022 Flexible work and work-from-anywhere options <\/p>\n <\/p>\n Company growth:<\/strong> Did you win a new contract or acquire a company in an expanding industry? <\/p>\n <\/p>\n <\/p>\n <\/p>\n Now that the job posting has the components to sell your company, it’s time to list the actual requirements for the role.<\/p>\n Aside from duties and responsibilities, consider: Are you recruiting for a skill or a degree? Are you interested in experience or a post-secondary education?<\/p>\n For instance, if you’re looking to fill a Software Developer role, do you require a four year degree in computer science or will you accept a candidate with a coding certification and two years’ of in-field experience?<\/p>\n Amid the rise of the skills economy, it’s important to understand the impact of your candidate requirements, as your organization’s preference will either limit or expand its talent pool.<\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n An effective job posting will find the balance between providing enough details about the role and company, while being kept to a minimum. Indeed job board reports<\/a> that job ads kept between 700 and 2,000 characters receive up to 30 per cent more applications!<\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n Digi-Me finds that video job ads are 53x more likely to appear on the first page of Google searches and can improve a candidate\u2019s understanding of a job by as much as 300 per cent! Video job postings will also appear more engaging on job sites.<\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n A misleading job posting is a mistake that not only contributes to experience inflation, but also leads to creating a negative candidate experience. For example, a major frustration entry level job seekers encounter is searching for an “entry level” job, clicking on the job posting and discovering he or she will actually need 3+ years’ experience for that job.<\/p>\n When creating job postings, it\u2019s important to \u201csay what you mean.\u201d The best job ads are are transparent as well as attractive.<\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n Part of an organization’s wider employer brand, an EVP is comprised of the compelling reasons for why a candidate should choose your organization. An organization’s EVP is essentially what an employer will offer in exchange for skills and experience. What will it be like<\/a> working for your organization in an in-office, remote or hybrid work model and what benefits will you offer?<\/p>\n <\/p>\n <\/p>\n The Voice of Talent: Return to the Office Report<\/b><\/p>\n <\/p>\n <\/p>\n Procom recently surveyed over 1,000 knowledge workers to gain an informed perspective on the ever-changing workforce and the new priorities facing talent right now. The Voice of Talent includes insights into what full-time and contingent workers expect from employers in 2022.<\/p>\n Access your complimentary copy to discover how to attract talent right now: <\/p>\n <\/p>\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tDownload report\n\t\t\t\t\t<\/a>\n\n\n
2. Benefits Summary
3. Flexibility
4. Compelling reasons
5. Job role requirements<\/strong><\/p>\n1. Remuneration <\/strong><\/h3>\n
2. Benefits Summary<\/b><\/h3>\n
\u2022 Medical, disability, life and pet insurance
\u2022 Paid vacations and unlimited vacation days
\u2022 Use of a company car
\u2022 Pensions and stock options
\u2022 Flexible child care accommodations
\u2022 Retirement and pension plan contributions
\u2022 Tuition assistance or reimbursement for employees and\/or their families
\u2022 Company discounts<\/p>\n3. Flexibility options <\/b><\/h3>\n
4. Compelling reasons<\/b><\/h3>\n
\u2022 Accommodations for workers with children
\u2022 Opportunity to work with award winning clients
\u2022 Upskilling and re-skilling programs
\u2022 Learning and Development programs
\u2022 Career advancement programs
\u2022 Social Responsibility initiatives
\u2022 Work tools and technology stack
\u2022 Rewards and recognition programs<\/p>\n
Voice:<\/strong> Many jobseekers look for new positions as they feel their voice\/opinions are not being heard by their current employer. Share how this is possible at your company. <\/p>\n\n
5. Job requirements<\/b><\/h3>\n
Other considerations<\/b><\/h3>\n
Keep it concise<\/b><\/h3>\n
Consider including a video<\/b><\/h3>\n
Avoid contribution to experience inflation <\/b><\/h3>\n
What’s it like to work there? Harness your Employer Value Proposition (EVP)<\/b><\/h3>\n