Finding people to fill open positions would seem to be a pretty simple, straightforward process—right? But it turns out, filling those jobs isn’t as easy as it sounds: nearly 2 out of 3 people currently employed aren’t even looking for a job. That means your job opening has to attract people who may, in fact, be pretty content where they are.
It might seem that because people are busy, shorter job descriptions would make better use of their time. In fact, it isn’t length that matters—but longer that’s optimized for anyone who may in fact be searching. That means intuitive searching and the use of words that can help when those searches are performed. It also means relying on more than just your company website; job seekers might not even know who you are. Instead, you have to use social media platforms, particularly those dedicated to job hunters, in order to widen your exposure.
Although you want to make sure to hire candidates that can add to your company’s growth and stability, you also need to use the job description to convince people that your company can do something for them, too—fill a creative need, learn new skills, get extra benefits, or a desire to move up, to name just a few examples. You also must be specific in order to narrow the pool and attract the right kind of recruits.
Tell them where the job is and give them specific enough information so they understand what knowledge base you expect before they even apply. You’ll save yourself, and them, time and effort. If a job is particularly difficult to fill, give it its own landing page and supplement any description with additional information, such as testimonials.
Want to learn more about filling every job with the best candidate? Use this graphic for ideas:
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