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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.

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Presentation Transcript
discussion overview
Discussion Overview
  • Recruiting Realities
  • Evolution of Work & Recruitment
  • Job Posting Best Practices
    • Reach
    • Capture
    • Engage
  • Scorecard
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
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
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
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: “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


Salary ranges & benefit offerings


Financial information



(flexible hours, work-at-home)


Type of employee likely to succeed


Training & development programs


Career tracks & promotion

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

  • Clear, concise, compelling
  • Less is More
  • Easy to read
    • Bullet points
    • Clear delineations between sections
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:

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
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.
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