Everybody likes something new and shiny. Babies, Tesla’s newest innovation, or the latest iPhone. New gets all the buzz. Job seekers, too, have a predilection for the latest and greatest. A new job posting looks more appealing than one that’s been languishing on online job boards.
For all these reasons, your job posting has more traction during its first few days of life. Search engines rank new job postings higher. Job seekers show more interest in recent job postings. You can maximize the momentum of a new job posting with a strategy that attracts quality candidates quickly.
Ways to Announce a New Job
Your strategy for attracting quality job candidates quickly begins before you announce a new job. Start by identifying your ideal applicant. Go beyond the basics. You know your machinist needs an eye for detail. Or your new server needs to be friendly. Dig deeper to understand what motivates your ideal employee. Highlighting opportunities such as overtime or advancement will attract motivated individuals while helping less enthusiastic applicants disqualify themselves.
With your ideal employee in mind, think about your application process. Keep in mind most job seekers use their mobile device to apply to positions. Assess your application process using both mobile and desktop technology. Keep applicants engaged with text and email responses that communicate the next steps in the application process.
Applicant tracking software can help you in each step of your strategy to attract quality candidates quickly. Using ATS, you can create a branded careers site optimized for both mobile and desktop applications. You can also communicate with applicants via email or text from within the ATS. When it comes time to publish new job, you can streamline the process by posting to multiple online job boards at once. Then the ATS will monitor your online job ad’s performance so you can improve applicant conversion with each new job opening.
Creative Job Postings Examples
With your profile of your ideal applicant and your applicant tracking software in place, you’re ready to write brilliant job ads. Start with a unique job title. If your company has more than one job opening for evergreen jobs, such as server, or machinist, or data entry clerk, then create a distinct title for each open position. Doing so will prevent job boards from tagging your open positions as duplicates.
Pay attention to keyword density. Use your job title throughout your description. Avoid uncommon or gendered synonyms, such waitress in place of server, or journeyman in place of machinist. Use the job title—or words closely associated—to describe actions of the job. Words such as serving, operating machinery, or entering data will all help the search engines pick up the job posting.
Avoid catchy phrases for sample job posting ads on sites such as LinkedIn or Indeed. We all know you’re not really looking for a rock star or a wizard. Endless guitar riffs make it difficult for your other employees to concentrate. And what if your wizard accidentally turns your receptionist into a houseplant? My point is that these overused words have lost their pizazz. Avoid worn and tired words, and seek fresh ways to describe your job.
If you’re looking for examples of creative job postings, check out this recruitment video from Fiverr. Or this job ad from Bud Light for a “Chief Meme Officer.” Both job ads use humor. But they’re effective because they also show applicants what their company is like. In other words, both companies authentically represent themselves in their job ads.
Internal Job Announcement
Your best quality job candidates already have a job. But don’t despair. Around 70 percent of the workforce is open to better opportunities, including your own employees. The best recruitment strategies use internal job advertisements and expansive external recruiting to target these passive job candidates.
Go beyond the job boards. Scour LinkedIn and Facebook profiles connected with companies that employ similar talent. Don’t dismiss old resumes on your favorite job boards. Job seekers often leave their resumes online after they’ve found a job. If you use applicant tracking software, you can create a talent pool of previous applicants who might be a great fit for your current opening. You can start contacting candidates from your talent pool in the first few days your job posting goes online.
Stand out when you reach out to exceptional talent. Send a message that emphasizes your company’s strengths and advancement opportunities. Be aware many people experience online scammers. So be transparent and provide information the applicant can verify.
Leverage your current employees’ connections by creating a referral program. Referred candidates perform better and stay longer than other applicants. Develop a process to determine how closely connected the applicant is to the referring employee. Close connections result in better referrals.
Internal Job Posting Announcement Sample
Current employees can be your best quality job applicants. They already fit into the company’s culture. They understand your industry and your products. Most importantly, they are fully productive more quickly that an external candidate who would need to go through the entire onboarding process. Companies with internal mobility programs understand that advancement opportunities reduce employee turnover.
You can start your internal job posting by reaching out to departments or teams that have the talent and skills you need for your open job. Supervisor and management feedback can be important. But you can avoid favoritism by creating an internal job posting announcement throughout the company.
Employees should easily find samples of internal job postings. Consider creating an internal job posting announcement on the company’s intranet homepage. Post internal job postings on bulletin boards throughout the company.
Final Thoughts on How to Announce a Job Posting
Your job ad loses effectiveness as it ages. Create a strategy to maximize your job ad’s potential before it goes live on job boards and internal job announcements. Writing a creative and effective job description to your ideal client, recruiting passive candidates, and engaging current employees in your search will help you fill your position quickly.
Applicant tracking software can help you synchronize all these steps so that your new job posting is most effective right out of the gate. Post to external job boards with one click and monitor your job ads effectiveness on one screen. Create a seamless careers site that optimizes mobile and desktop applications. Sort the resumes that come rolling in and apply custom status codes to keep it all straight. Build a talent pool you draw from for future positions and create an internal job application process all from within the ATS.
Are you ready to stop hunting rock stars and instead start engaging with your ideal candidates? Give us a call today.