Sure, every company wants rock star employees. But when it comes to posting a job (in a sea of online job listings), how do you make your specific message clear?
Details can make all the difference in attracting top talent. To find out what speaks to top-notch hires most, we asked 12 entrepreneurs from YEC the following question:
Q. What can I do to make my job postings stand out to potential candidates?
Their best answers are below:
1. State the Salary Range
I know it sounds taboo, but we recently put out an ad to hire a director of marketing. The first ad we launched said, "Salary based on experience" or something standard like that. Our applications were mediocre at best. Two weeks later, we launched the ad with the salary range, and we have had the best résumés and applications come in. Now we are trying to narrow down our favorites.
- Will Land, Accessory Export, LLC
2. Showcase Your Culture
Assuming you are targeting Millennials, you need to give the reader a genuine sense of your culture. Culture is paramount to the younger generation. When showcasing culture, show, don't tell. Avoid saying things like "We have a great culture" when you can communicate this more effectively through your writing, style, humor and tone.
3. Make the Job Title Attractive
Make sure the job title has both your industry and the common name for the position. People generally search job boards by position title, location and field. By having this information readily available in the title, you set a very clear picture of what you do and whom you are looking for to fill the role. This helps attract a more focused set of candidates for your hiring pool.
- Phil Laboon, Eyeflow Internet Marketing
4. Ask a Real Question
Job seekers are discouraged by impersonal job portals that accept only a CV and cover letter. Asking a short but real question or presenting a problem for them to solve proves that you're interested in how they think and gives you the added benefit of seeing them in action. Qualifications aren't enough to prove a candidate's potential fit and value, but their solutions to real problems can be.
- Xenios Thrasyvoulou, PeoplePerHour
5. Don't Follow the Same Old Format
Describe your job posting differently, and you'll end up with candidates who are looking for something different. That means have fun with it. Speaking honestly and humorously about what the job entails is the best structure to communicate.
6. Let Your Culture Shine Through
We have a great, quirky culture, and we let it shine through in our job postings. We'll ask for 15 years of WebGL experience when WebGL has been around for less than five. You run the risk of confusing people, but you probably don't want those people anyway. When someone sees you're able to be humble and have a sense of humor, it immediately warms them up for you.
- Tracey Wiedmeyer, InContext Solutions
7. Post in the Right Places
At Paper Lantern Lit, our job postings are voice-driven. We need to show young, energetic people that we, too, are young and energetic. But equally important is where we post. For instance, we always re-post on Facebook when looking for interns or employees at a starting level, and we find we get lots of personal referrals that way. - Lexa Hillyer, Paper Lantern Lit
8. Talk Autonomy
Present the culture within your startup as one conducive to innovation, flexibility and ample creative autonomy. If a prospective new hire knows she can experience on some level the same freedom that the CEO enjoys, she will be more passionate and dedicated. It's a recipe for success that desirable candidates will recognize and embrace.
- Jared Reitzin, MobileStorm Inc.
9. Use Photos
Honesty is the way to go. I see so many companies make inflated promises -- something that turns off the highly qualified candidates, especially in sales/biz dev jobs. Stand out with a picture of the office, the building, or even the company infographic -- some visual representation of what can be done.
10. Utilize Video
To stand out from the crowd and really let your potential candidates get a feel for what your brand is all about, make use of video. Many job sites now include video linking, and what better way to show off your company than having a behind-the-scenes video of your workplace where the viewer can meet some key team members, see inside your office and get a feel for your vibe before they apply?
- Jürgen Himmelmann, The Global Work & Travel Co.
11. Get Specific About Personality Fit
Personality and culture fit is one of the most overlooked criteria for potential job candidates, and often the most crucial. Save time and identify better candidates by describing not only your culture, but what that means in concrete terms to the position and the team dynamic. Successful personality traits are now required for every department and are reflected in job requirements.
- Trevor Sumner, LocalVox
12. Don't Use Buzzwords
Most job seekers aren't looking to be a "ninja" or a "rockstar" or even a "code monkey." Describe the work environment, and focus on your desire to hire character first. People want to work in a place with other good people. If they know you place character high on your requirements list, it will be attractive to them.
