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10 Common Mistakes Recruiters Made – Posting Jobs

Are you posting your jobs all wrong? At first glance, posting jobs online seems easy. Find a job board, create a description, copy and paste  – simple, right? Or heck, why not take things one step further and get your new intern to do it for you!? But if this is your mindset, you are doing – it – all -wrong. Why? Recruiters are everywhere and a job post is no longer a difficult thing for candidates to find.

Take a look online right now – there are thousands of job posts in your area as we speak. Unfortunately, top talent is scarce. So if you want to attract a talented team, you will need create a post that stands out from the rest. Here are some common mistakes that job recruiters make – are you making them!?

1) They get the job ad and job description mixed up

Job descriptions vs. job advertisements – do you know the difference? We’ve all read job descriptions before. They are filled with internal company jargon that is – well, let’s face it – boring. And if I’m going to be completely honest with you, your applicants are NOT reading it. At best, they may skim through it, but even then it’s really a waste of energy.

So don’t post a job description, post a job advertisement – think short, yet compelling. Yes, this requires more work than simply copying and pasting your internal job descriptions, but it will attract more talent in the end. If you are having trouble generating a good ad, seek out the help of your internal marketing or communications team.

2) They leave out Salary info

Nobody wants to apply for their perfect job with the ideal salary just to find out that, that salary was actually only $8 an hour. Always post your salary info. If you are offering a larger salary, this can only work out to your benefit. If you are offering a lower salary, you will know that whomever is applying is willing to work for that rate, and will not spend wasted time interviewing candidates that fall through once you tell them what they will be making.

And while on the topic of salaries, why not include some additional benefits in your description as well? Do you offer amazing health care plans? Flexible hours? Let your candidates know exactly what you have to offer them.

3) They create a list of tasks

When it comes to creating a job post, a lot of recruiters create a list of “tasks” required by the job. Again, you are boring your candidates. Your potential employees don’t want to work for you to fulfill your list of chores – they want to work for you to advance their career and fulfill a sense of achievement. How are you going to help them achieve their career goals? If you can help them, they will in turn be more willing to help you. In other words, when making your descriptions, don’t let your candidates know what they HAVE to do, let them know what they CAN do.

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4) They don’t write in third person

This kind of goes in line with tip #3 – creating a job description that makes it about the candidate, not the employer. Writing in third person can help you to better achieve this goal. By speaking directly to your applicant, you can get them more excited about the role.

Take the following two examples:

“The successful candidate will have a firm commitment to high quality educational provision and the maximum achievement for every pupil”

vs.

“In this role you will gain experience in a high quality educational system that helps every pupil maintain their maximum potential”.

Which sounds more appealing to you? If you’re like most people, it’s going to be the statement that is directed directly towards you. Wording your descriptions differently gets your applicants thinking about what it would be like to work for you, and gets them excited before they even begin.

5) They skip fields

“Location”

“Contract type”

“Educational requirements”

These are all fields that are available for filling out when creating an online job advertisement. While some sections are required, others are optional.

And I bet you know exactly what I’m going to say next?!

Don’t skip the optional fields. When searching for jobs, seekers use filters to narrow jobs down to fields they are interested in. The more fields you fill out, the higher the likelihood that someone will come across your post.

6) They create strict deadlines

If you post your job description two days before you are looking to hire, you might not have all that much success. At minimum you should be creating your job post one week in advance. If you can, make it two. The more time you give yourself, the larger the applicant response you will get. And the larger the applicant response you get, the more well-suited applicants you will have to choose from.

7) They generate Bad Titles

“Direct debit and membership professional development stock and credit administrator” – do you have any idea what that is? Because I certainly don’t. Though apparently it is a customer service administer.

I’m sure you can see where Im going with this. Don’t confuse your candidates with unnecessary jargon and lingo. If you’re looking for a lifeguard, say you are looking for a lifeguard. Don’t say you are looking for a “wet leisure assistant” (and yes, this has happened before)! Why? Because no one is going to search for that. Recruiters will get many more job post views if they just keep their job title simple and to the point.

8) They go Keyword crazy

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Keywords are important. They help candidates search for a specific job post by recruiters. But overdoing your keywords can be annoying and can seem unprofessional. You wouldn’t want to receive a cover letter full of keywords, so don’t create a job description full of them either. Too many keywords can make your advertisement seem spammy and scare away professional job seekers.

9) They use acronyms and buzzwords

ABCP. ADS. CET.

Do you know what any of these stand for? Unless you work in the field of Psychology, my guess is no.

For those of you who will not sleep tonight if I don’t tell you, they stand for “The American Board of Clinical Psychology”, “Alcohol Dependence Scale”, and “Cognitive Enhancement Therapy” in order.

But my point is, unless you have been working in the field of Psychology for the past 10 years, there is a good chance you have no idea what these abbreviations mean. And remember, not everyone applying for the job is going to have extensive knowledge in the field – and entrance level employees can be just as beneficial as those with years of experience. In return, you don’t want to leave anyone out. So again, keep things simple and stray away from acronyms and buzzwords.

10) They use Negative Phrases

If you want to attract more participants, avoid postings that make jobs exclusive. Terms like “If you do not possess” or “Must have three years of experience” can prevent a lot of good candidates from sending in resumes. Make your job post more inclusive as opposed to exclusive. You may get more unexperienced applicants, but you may also get more experienced ones. And what’s the worst that could happen? If the applicant doesn’t have what you are looking for, you simply don’t have to interview them.

If you are a recruiter looking to create a job post, write in a manner that is going to get your candidate excited. Put yourselves in yourself in their shoes. If you were searching for a job, what would you be looking for? What types of job advertisements would attract you? Use the examples above to help you create the perfect post and attract more applicants. And remember, the applicants you get are going to influence the future of your company. And the better your job advertisement, the more applicants you will have to choose from. Don’t pass this job off to your new intern – take the time and create an inspiring job ad on your own.

 

We are here for you, post your jobs by your own or let us help.

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