Do your job ads attract highly talented candidates that will propel your company to success 2021?
Or, when you open your Indeed.com or LinkedIn job accounts, do you sift through piles of “good but not great” resumes?
Change your ad
Which ad would attract you if you were searching for a new job?
Ad #1 makes statements like “Our company is one of a kind;” “we value employees, treat them well,” and “We have little turnover and want to keep it that way”
Ad #2 “PQR Company needs a top-notch administrative professional for a high demand position.”
An amazing number of employers write job postings that read like job descriptions. If you want to attract outstanding employees, write ads that lead individuals scanning dozens or even hundreds of ads to open your posting.
Create a list for what makes your company unique, along with the benefits your company provides those who work for it. Ask your high-producing team members what they most like about your company—you might even gain a few quotes with which to pepper the job postings you place.
Consider what your employees hope to find and not find in a position and employer. When I created a job announcement for a medical clinic’s practice administrator, the third sentence read, “Our five physicians like each other and work well together.” The ad pulled hundreds of interested candidates. Fifty percent of those who called on the ad asked, “Do the physicians actually like each other? I’ve never worked for a practice where that was true and couldn’t pass up your job posting.”
An effective ad operates as a screening tool, causing those without the experience or expertise you seek to realize they need not apply. If you want someone with five or more years’ experience in a certain area or individuals with a specific certificate, add one or more lines detailing the required qualifications. This information both dissuades those lacking the needed qualifications, and signals to those possessing these requirements that you wrote the ad for them.
Social media and “word of text” (replacing word of mouth) also uncovers and attracts candidates not already on the job market. Ask each of your current team members to advertise your company’s position to their connections. When we seek applicants for entry positions, we find many of the best candidates via announcements on Facebook (https://m.facebook.com/jobs and Twitter.
If you found the above information valuable, you’ll find more in-depth information, along with actionable strategies in Managing for Accountability: A Business Leader’s Toolbox. Chapter 3 outlines how to write outstanding job postings, where to place them and how to sift quickly through applicants, enabling employers to hire accountable employees who commit to and invest in their employer’s success.
Here’s a brief description, along with 25% off discount coupon.
Veteran management consultant and HR expert Dr. Lynne Curry provides business owners, leaders, and managers a complete roadmap for creating accountability in the workplace.
Managing for Accountability: A Business Leader’s Toolbox contains everything business owners and managers need to hire, inspire, manage, and retain accountable, high performing, engaged employees who invest one hundred percent in their jobs.
This practical guide offers field-tested tools, strategies, and proven tactics for locating, developing and managing motivated, committed employees focused on performance, productivity, and results. Curry details pragmatic strategies that succeed despite the pandemic and that work with all employees, whether they’re top talent, those who falter. If you want to create a culture of accountability in your workplace and develop high-performing teams that lead your business to unparalleled levels of success, you will want this invaluable resource close at hand. This is a must read for every leader, business owner, and manager.
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