Onboarding is an important investment. It’s a huge commitment to hire someone as a permanent member of your organization. To make sure you aren’t wasting time and resources when hiring new employees, it’s critical to put the right people in the right roles. This begins with your job postings. If you find you are attracting the wrong kind of applicants to your job postings, these best practices could help you avoid common missteps that result in the wrong job candidates being attracted to permanent job postings due to poorly-crafted job descriptions.
Provide a Transparent Job Description
It’s natural to want to make a job posting sound as attractive as possible to garner a lot of attention and interest, but it will save your organization a lot of time and effort in weeding through job applicants and interviewees that aren’t a good fit by laying out exactly what a job entails. Ensure both the job description and full body of job requirements are explicitly laid out for job searchers to analyze. For instance, if the job will mainly consist of solo work at a computer analyzing research and generating reports, say so.
Talk About your Company’s Culture
The seemingly same job at company X and company Y can be vastly different due to each company’s culture. Is your company very formal, with standard 8-5 working hours? Or does your company have a casual dress code and employees are free to work remotely? While neither is the “right” culture, you want to be sure that whenever someone joins your company, they are aware of the way your company works and its values. Someone who is used to a buttoned-up culture likely wouldn’t be happy for long at a company where employees come and go as they please.
Let Them Know Where They’ll Stand
When applicable, be clear about the reporting structure into which the position will fit. The size and organization of a team can make a huge impact on the feel of the position. A candidate coming into a position who had a great deal of autonomy in the past may not want to be buried in a top-heavy reporting structure.
Say What Experience is Needed
Many jobs require special degrees and specific experience to garner success. Unless on-the-job training is adequate and available, be sure to clearly state what background and certifications are required for the job.
Talk About Geography
If your company has numerous locations, make it very clear where the job will be based and if travel will be required.
Give Salary Information
If appropriate, including a salary range in your posting can be incredibly helpful. Lots of candidates may require a certain salary before accepting a job, and if you get too far along into the hiring process before finding out the two parties cannot come to an agreement on this front, it can cost you a lot in wasted time and effort. Along these same lines, giving general information about health benefits, other perqs and working conditions is good to include in a posting.
Is This the Job You Still Want Filled?
Finally, ensure you are not just recycling old previously used job descriptions without first checking if they are still relevant. What may have accurately described circumstances in the past may no longer reflect the current realties of the job, or your organization.
The key to recruiting the right candidates is transparency. Ensure your job descriptions are accurate, thorough and complete to get the right people in the right jobs at your company.