Job posting best practices
This presentation is the property of its rightful owner.
Sponsored Links
1 / 35

Job Posting Best Practices PowerPoint PPT Presentation


  • 104 Views
  • Uploaded on
  • Presentation posted in: General

Job Posting Best Practices. December 11, 2012. Discussion Overview. Recruiting Realities Evolution of Work & Recruitment Job Posting Best Practices Reach Capture Engage Scorecard. Evolution of Work. Data Tells the Story. Times Have Changed. Job Posting Best Practices.

Download Presentation

Job Posting Best Practices

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Job posting best practices

Job Posting Best Practices

December 11, 2012


Discussion overview

Discussion Overview

  • Recruiting Realities

  • Evolution of Work & Recruitment

  • Job Posting Best Practices

    • Reach

    • Capture

    • Engage

  • Scorecard


Evolution of work

Evolution of Work


Data tells the story

Data Tells the Story


Times have changed

Times Have Changed

Source: Monster Insights, February 2012


Job posting best practices1

Job Posting Best Practices

  • Candidate Reach

  • Candidate Engagement

  • Candidate Capture


Candidate reach

Candidate Reach


How do seekers search

How Do Seekers Search?

85% of searches contain a Location


Finding the optimal job title skill keywords

Finding the Optimal Job Title & Skill Keywords

  • Use Monster Resources

    • Search Monster: What titles are competitors using?

    • Request Monster’s top keyword list for suggestion

  • Power Resume Search – Skills Match

  • Google AdWords

  • Wordle

  • Ask recent hires

    • What criteria did they use to search?

    • What was their previous title?

  • Talk with hiring managers


Finding the optimal job title skill keywords1

Finding the Optimal Job Title & Skill Keywords


Finding the optimal job title skill keywords2

Finding the Optimal Job Title & Skill Keywords


Keyword relevance job titles

Keyword Relevance - Job Titles


Keyword relevance job titles1

Keyword Relevance - Job Titles

  • Lean Manager Job

    • Lean Manager – Six Sigma Black Belt / Supply Chain

  • Future Sales Opportunities Job

    • Sales Professional

  • Pest Route Technician I Opportunities Job

    • Pest Control Technician / Service Representative

  • Territory Sales Representative Job

    • Outside Sales Representative


Candidate engagement

Candidate Engagement


Finding better

Finding Better

  • Authentic Employment Brand

  • Employer Value Proposition

    • What’s in it For Me?

  • Clear, concise, and compelling job descriptions


Authentic employment brand experience

Authentic Employment Brand Experience

  • Transparency into your culture and why someone would want to work for you

  • Make an emotional connection

  • Provide information useful to a job seeker

54% of seekerssayemployeetestimonials are the best source of information about a company

Source: Staffing.org “Candidate Attitudes and Behaviors” report, March, 2011


Job fit

Job Fit

  • Look beyond the ability to do the job and consider whether or not the seeker aligns with your culture and values


Defined selling points

Defined Selling Points

77%

Salary ranges & benefit offerings

28%

Financial information

60%

Lifestyle

(flexible hours, work-at-home)

31%

Type of employee likely to succeed

54%

Training & development programs

47%

Career tracks & promotion

Source: Staffing.org “Candidate Attitudes and Behaviors” report, March, 2011


Format

Format

  • Clear, concise, compelling

  • Less is More

  • Easy to read

    • Bullet points

    • Clear delineations between sections


Candidate capture

Candidate Capture


Candidate frustrations

Candidate Frustrations

40% are frustrated with no resume acknowledgement

48% are frustrated with no job status report

60% are frustrated with difficult & unclear process

20% are frustrated with impersonal communication

Smart Recruiters:http://mashable.com/2012/09/10/job-openings-unemployment/


Define the process

Over 60% of seekers want acknowledgement that their resume was received within 2 days

Define the Process

Set Expectations & Include Call to Action


Alternative applies

Alternative Applies

  • BeKnown

  • FB

  • Twitter

  • Talent Community

  • Saved Search


Job posting worshop

Job posting worshop


Posting workshop

Posting Workshop

  • Objective:  This session will provide you with hands on experience in the analysis and composition of job posting content that is clear, concise and compelling.  You will gain the fundamental knowledge necessary to evaluate and critique your own positions by working as a team to develop content for a sampling of current openings.  

  • Deliverables:  You will receive Monster quick guides with a summary of job posting best practices.  You will also receive a copy of each team’s work, to help craft job posting content for other current/future positions.  


Posting workshop1

Posting Workshop

  • 11:15AM – 12PM:    

  • About the Opportunity

    • Create an intro paragraph for the sample job postings and 3 -5 summary bullets. 

    • Decide which items are critical to understanding the position, and clearly describe the contribution the role makes to the team/organization. 

    • Answer the question, “why does this job exist?”

    • Clarify what a “day in the life” looks like with meaningful and impactful language that helps establish the candidate’s fit for the role and the organization.

    • Identify and remove items that are vague, confusing, redundant or too general.


Posting workshop2

Posting Workshop

  • 12PM – 12:15PM

  • Requirements & Skill preferences

    • Create two separate sections for minimum requirements and skill preferences

    • Ensure that minimum requirements are easily quantifiable or at least qualitative in nature

    • Add skill preferences which create industry context and help the candidate better understand the knowledge or skills most common among high performers. (Not a wish list!)

    • Remove items that are vague, confusing, redundant or too general.

    • Do not use skills that nearly all candidates will self-identify as having (e.g. “team player”)


Posting workshop3

Posting Workshop

  • 12:15PM – 12:30PM

  • Benefits & Compensation

    • Provide 5-7 bulleted items that highlight employee benefits, perks, rewards, and incentives unique to the role. 

    • Include unique aspects of the physical work location, schedule flexibility or organizational culture that will differentiate Ecolab.

    • Answer the questions of WIIMFM?? What does Ecolab have to offer a quality candidate that competitors do not?


Posting workshop4

Posting Workshop

  • 12:30PM – 12:45PM

  • How to apply

    • Create a clear call to action that outlines the apply process, time commitment, who the candidate will hear back from and when.

    • If the seeker isn’t prepared to “buy now”, what other options can you provide?


Posting workshop5

Posting Workshop

  • 12:45PM – 1:30PM

  • Presentation and Peer Review

    • A representative from each team will have 5-10mins to present their new posting to the group.

    • Other groups will critique the new ad, offer suggestions, and help identify areas that need more material.


Resources

Resources


Monster s employer blog

Monster’s Employer Blog


Free online training resources

Free Online Training Resources

  • Training for Monster’s products with live trainers

  • Self-guided learning materials

  • Step-by-step help detailing with all features of Monster products

  • Articles about what’s new in today’s recruiting world

You can view these resources by visiting the Monster Resource Center after logging in to Monster.com


  • Login