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jobdescriptions RSS feed Tag: jobdescriptions

Unless You Segment Your Recruiting Messaging, You Won’t Attract Top Performers and Techies

by
Dr. John Sullivan
Jan 20, 2014, 5:45 am ET

Screen Shot 2014-01-16 at 10.35.36 AMUnless you tailor your bait, you’ll never attract the very best prospects

It might sound silly on the surface, but fishing and recruiting have a lot in common. Any seasoned fisherman or woman would tell you without hesitation that the same bait that effectively attracts small fish simply would have no impact on attracting the harder-to-land big fish.

In recruiting, the need to match your “bait” or attraction features to your target is no different. The job and company features that would attract the average Joe to a job (I call them “paycheck jobs”) would barely get the attention of top performers, techies, and innovators. For example, the average Joe might be excited about the fact that you have good benefits while an innovator may be more interested in how often you take risks and fund innovative ideas.

There lies the problem in corporate recruiting. Almost all the information provided by corporate recruiting is designed to be general to meet a larger audience. But unless there is a separate message on your site or external to it that has “bait” that is tailored to attract this more desirable and harder to land target, they will never view your firm as desirable. keep reading…

To Hire Well, First Define What You Need

by
Jay Forte
Jan 14, 2014, 5:52 am ET

A friend of my neighbor manages a call center. He has had, as he puts it, the worst luck in finding people who both do a good job and stay. I asked how he sources his talent, and he showed me his boilerplate posting:

Wanted – experienced call center employees.

There was some other generic ad text, but that was about it. You can believe that no two people have the same definition of what this means. His lack of clarity about the behaviors, skills, and experience he needs in his roles encourages his swinging employment door.

As a workplace consultant and executive coach, I see the reason recruiting is so difficult is that most organizations don’t have and religiously use a process to clearly, fully, and accurately define the role’s qualifications; this includes behaviors in addition to skills and experience. keep reading…

Time to Step Up to the Marketing Plate

by
David Bernstein
Jan 2, 2014, 5:45 am ET

Screen Shot 2013-12-19 at 3.44.24 PMI recently led a session at a recruiting conference in which I asked how many of the talent acquisition professionals present had to give an account of or provide a forecast for their budget– which was on average between $75,000 and $100,000 per year. Almost no one raised their hand!

Surely there are some organizations that are more ROI-focused and demand more from their recruiters, but this is clearly not the norm. The norm is comprised of vague projections, with little to no accounting for the return on those budget dolloars.

Can you imagine any other department in a business having zero accountability for how it spends its money? How would it go over if, for instance, the sales department said, “We don’t think it’s necessary to explain what we spent our budget on. We spent it, and we need more next year. Thanks.”? It would go over about as well as a lead balloon. The typical budgetary process does not support dart-throwing.

So, why is this allowed in the recruiting function? There are several culprits behind these low expectations. keep reading…

Employer Branding: Don’t Get Taken in By the Waffle

by
Nick Leigh-Morgan
Dec 26, 2013, 6:35 am ET

bpEvery few years our business lexicon gets invaded by a new cliche. Management speak like “big data” and “social hiring” … vague terms that no one can really define but are liberally trotted out typically by vendors, consultants, and conference speakers trying to impress you. The king of the management cliches at present and one that makes my skin crawl is employer branding. There. I said it — well wrote it — but I was cringing when I did.

If you ever hear someone wittering on about employer branding I dare you to interrupt them and say, “define employer branding.”

I bet most won’t give you a very good definition and will be suitably aghast that you even questioned one of recruitment’s current sacred cows, but challenge it you must. Prick the pomposity bubble that we get sucked into. I read one article recently that urged all companies to create a “compelling employer value proposition.” There were few details on what that meant or how to implement it. In short it was just waffle. Companies spend fortunes and waste thousands of hours (I know, I was part of one) designing internal value propositions to allow company recruiters to become “front-line brand ambassadors.” This is nonsense. Stop wasting your time and money.

Let’s examine what exactly people are referring to when they talk about employer branding. Let’s cut through the waffle and look at some specifics that you can actually do to boost your organization’s perception among job seekers. keep reading…

Overused LinkedIn Buzzwords … Are Job Descriptions and Recruiters to Blame?

by
Paul DeBettignies
Dec 13, 2013, 9:45 am ET

LinkedIn came out with “Top 10 Overused LinkedIn Profile Buzzwords of 2013.”

As usual there has been a lot of attention given to this yearly list including articles giving advice on how not to use these words. I am sure speakers and trainers have already updated their slide decks.

So I wrote a blog post and sent it to Todd here at ERE with a bit of a rant about how I think job descriptions are to blame.

And how I wish LinkedIn would do the same thing with job descriptions.

Guess what? LinkedIn did, sort of.

Todd pointed me to The 10 Buzzwords Recruiters Overused in 2013 (scroll down here). It’s a look at Recruiter profiles and buzzwords.

And guess what …  you ready for this? keep reading…

How to Write a Rocking Job Description for Recruitment

by
Chris Yeh
Nov 29, 2013, 6:29 am ET

The best and most effective job descriptions give people a sense of what it’s like to be a part of the company. Don’t assume that everyone knows about your company. A small blurb describing the company is good practice and helps potential candidates build a mental image of what it might be like e to work there. Personality and culture should either be directly described or be reflected in the structure and wording of the description.

Airbnb does this in a really nice simplistic way: keep reading…

Your Job Listings Are Trying to Tell You Something

by
Tim Kardok
Nov 7, 2013, 1:50 am ET

Screen Shot 2013-10-30 at 10.16.22 AMPut yourself in your prospective employee’s shoes. What would make you apply for the job you’re listing? Are you looking for a title, more money, or career advancement? Most people want these things, and most companies claim they can offer all of them and more. So, why is it so difficult to find highly qualified candidates for your open position among the hundreds of resumes you receive from online job postings?

The answer may lie in the content and quality of your online job listing, which has to not only reflect what you want from a candidate, but what a superstar candidate would want from you. keep reading…

A Short Checklist for Job Descriptions

by
Leonard Palomino
Nov 4, 2013, 5:45 am ET

Search engines scan job descriptions to identify keywords associated with a particular search. Including relevant keywords or phrases ensures that your job description will appear on the appropriate searches, and enable candidates to narrow jobs by specific criteria in the filters on the left-hand side of the search results page.

A good job description encourages candidates to self-select by making the role attractive enough that qualified candidates apply and the unqualified ones don’t. Include the following components: keep reading…

5 Rules for Effective Job Titles

by
Leonard Palomino
Oct 29, 2013, 6:45 am ET

As the first thing candidates see, in bold colored lettering, the job title greatest impact on whether candidates will click on a listing. Here’s how to write good ones. keep reading…

Watch Your Words: Job Seekers Aren’t Searching for the Ones You’re Using

by
Leonard Palomino
Oct 25, 2013, 6:44 am ET

Every day, millions of job seekers enter millions of search terms into job search engines. On an average session, a job seeker might view hundreds of job listings and click through to dozens of job descriptions.

The search terms and location are the most obvious indicators of which jobs will be shown to a job seeker when they use a search engine. Given this obvious connection between a job seeker’s search and the job listing delivered, you might find it surprising how often employer job descriptions do not contain the words that job seekers are using in their search.

Lessons From the Cloud keep reading…

New Hershey’s Video Talks Candidly About a Recruiting Job

by
Todd Raphael
Jul 25, 2013, 2:38 pm ET

My friend Bryan Chaney let me know about a new and very interesting video from Hershey’s, where you hear candidly about a talent acquisition job, and a little about the selection process. keep reading…

You Report to No One; You Are the CEO (Duh)

by
Todd Raphael
Jun 14, 2013, 1:13 pm ET

Screen Shot 2013-06-14 at 10.05.00 AMThat not-so-subtly large graphic at right is just as large when you land on the lululemon careers site.

Yes, the company is hiring an CEO, but unlike many other job ads, this one you’ll actually remember. keep reading…

Network With a Spy: The NSA Knows the ‘Hidden Job Market’

by
John Zappe
Jun 14, 2013, 3:14 am ET

CIA recruitment adWith all due respect to Lou Adler, the world now knows how to discover his “hidden job market.”

Call the NSA. Skip the networking with the hoi polloi and just cozy up to a spy who works IT for the agency.

As we all now know, the National Security Agency is tapped into every phone call and every email we all send and receive. (Which explains why those Nigerian businessmen and royalty have so much trouble getting their millions out of the country. But that’s another story.)

So who better to know who’s hiring, what the jobs are, and how to get directly to the hiring manager than one of the agency’s network admins? keep reading…

What Great Job Postings Have in Common

by
Manny Medina
May 29, 2013, 6:41 am ET

job descriptions.jpgToo often company job descriptions are filled with hyperbole and trite sound bites like “work-hard, play-harder” and focus more on details such as lunch and snacks than the job itself. A job description is your critical first impression when recruiting, and if you lose them before they even apply you’re operating at a steep disadvantage. Too often, generic, lackluster descriptions fail to communicate some pretty cool opportunities.

In order to get the talent you want and need at your company, sharpen your job descriptions to attract the most qualified candidates. I’ll tell you how do to that, but first I’ll start with what not to do. keep reading…

Why You Can’t Hire High Achievers

by
Lou Adler
Apr 25, 2013, 6:45 am ET

hiring poll.jpgIf a manager is concerned about hiring a high achiever, you need to be concerned about the manager!

We just ran a quick poll (see question and results in graphic) to determine if hiring managers would trade off experience for potential if they didn’t have to compromise performance or results. Two-thirds agreed. How would you answer the question, and how would your hiring managers? If you’re not on the same page, you’re working a lot harder than necessary. keep reading…

Know What You’re Recruiting For

by
Ryan Phillips
Apr 18, 2013, 6:17 am ET

Screen Shot 2013-04-03 at 11.15.16 AMA problem common to most recruiters and human resources professionals today is a lack of understanding the actual job they are trying to fill. It’s really a fine line a recruiter toes, because understanding the role itself is not only imperative for sourcing talent but is also a huge advantage for closing that top passive candidate. The overall understanding of the role itself starts with the job title. If the job title is not a good fit for what you seek, you are likely in big trouble. keep reading…

How to Get More Clicks on Your Job Ads

by
Raj Sheth
Apr 16, 2013, 6:23 am ET

Writing job descriptions or (the new term) job ads, is a big part of a recruiter’s day. In fact, I have a candidate contact me recently about this article and point out specifically that the job advertisement or “req” was a huge reason why he would take (or not take) a new position.

His email got me to thinking. What elements need to be in a job description to make it attractive to candidates? Here are some tips to ensure that yours gets read and (hopefully) clicked on! keep reading…

Creative Ways to Distribute Your Job Postings

by
Scott Weiss
Apr 4, 2013, 5:10 am ET

ongigNot everyone can afford (or wants to pay) $300 or more to post a job on one of the premier job boards like LinkedIn, Monster, or CareerBuilder, and few recruiters (outside of agencies) have the time to proactively mine resume databases for talent. Given this, let’s look at some creative and unique ways to distribute your job postings to increase the flow of candidates into your applicant tracking system. keep reading…

7 Ideas for Becoming a More Effective Recruiter

by
Lou Adler
Mar 27, 2013, 5:59 am ET

Screen Shot 2013-03-19 at 12.54.00 PMWe just updated our Recruiter Circle of Excellence Competency Model to take into account the expected surge in hiring in Q2 and Q3. There was also an interesting story by the co-founder of Meebo who concluded that most recruiters are pretty bad. Her big points: recruiters are afraid to pick up the phone and call, they don’t know the job so they sell smoke and mirrors, and most just post boring jobs or search through LinkedIn. It was a pretty scathing summary. This approach might work when you’re trying to hire the 15% of fully-employed who are looking, but totally useless when trying to hire the 85% of candidates who are passive, even the bad ones!

So as part of updating the competency model to take this 85% into account, I decided to revisit my old virtual mentor, Stephen Covey, for some inspiration. You might find the results interesting. keep reading…

Job Descriptions Are Noise

by
David Martin
Mar 27, 2013, 12:45 am ET

flipboard-logo-fullcolor-tinyThe majority of job descriptions are a waste of space. Potential candidates read job titles, look at the renumeration, the location, and then many throw their resume out hoping it will stick. Most simply do not read all that text between the job title and the apply button. So is it time to rethink the job description? What is wrong with the job description? Why is it ignored by so many?  keep reading…