Bulletin board full of job postings

We’re almost as busy as you are during this year-end season, so this month we’re doing a retrospective of our most popular posts, as determined by how many visitors they received. We excluded the Legal Roundups and posts about our holiday hours, which are bizarrely popular. So please enjoy our top 7 posts!

This post is from January 24, 2011, and it was so popular that we actually made a webinar about it!

Bulletin board full of job postingsJob postings are one of the most crucial, yet the most often overlooked, marketing tools available to staffing firms. In fact, you might not even think of them as a marketing tool; that’s how easy they are to overlook.

But job postings are the way we present our clients to the pool of potential candidates and they’re often the way we hope to catch the eye of the perfect candidate. And don’t forget, clients might be checking the postings to see how we portray their companies. Spending a little extra time on a job posting can pay off in many different ways.

The best way to write a job posting is the best way to write any piece of marketing: put yourself in your audience’s place and try to imagine what will appeal to them to make them do what you want them to do. In the case of a job posting, put yourself in the shoes of a qualified job-seeker, then work your way down the different parts of a post:

  • Job Title: What would draw you to a particular job if you had the qualifications your client is seeking? Would it be “HR Generalist with Managerial Opportunities” or would it be “Branch Manager at a Dynamic Firm”? (This is also known as the “proud to tell your friends” test.)
  • Company Information: Sometimes we’re a little restricted in how much information we can give out about our client. If that’s the case, focus on generalities that will at least give the applicant some idea of what it will be like to work for the client. “Friendly, informal culture – wear jeans every day!” can be a selling point, as can “Fastest-growing firm of its kind in the Midwest.”
  • Job Description: This encompasses the job duties, but it also involves such information as the general management/team structure, the scope of the work and any opportunities for temp-to-hire and promotion. As always, think of what would draw you to the position if you were the person the client was looking for.
  • Qualifications: Here, it helps to break it down further. Begin by listing requirements, such as education, years and type of experience and skills. Then add the “nice-to-haves,” the preferred levels of skill and experience. Finish with the more personality-oriented qualities that make the perfect candidate.
  • How to Apply: The best job posting in the world won’t do anyone any good if they can’t figure out what to do next. Include all the ways you’d like to be contacted about the position, and what you’d like to receive from your applicants. Be clear about what you don’t want, too (“no phone calls”).

The five parts of a job posting outlined above follow the format of a job posted through Haley Marketing’s job board system. Haley is a COATS Partner, so their job board system integrates perfectly with COATS.

Most important of all, proofread your job posting! Your company and your client look bad when your posting says “Aplly by phone” or “Pposition calls for…” If you make no other investment in job postings, taking the time to read them through twice (or ideally having someone else read them through at least once) gives you the most potential bang for your buck.

Do you have a problem writing job descriptions, or find yourself freezing up when it comes to writing out the requirements? Let us know in the comments!

Previous top posts:
#6 – Document Retention Policies are not Just for Large Companies

#7 – It’s the Law: Staffing Firms and FMLA

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