Job Posting Best
Practices
December 11, 2012
Discussion Overview
Recruiting Realities
Evolution of Work & Recruitment
Job Posting Best Practices
> Reach
> Capture
> Engage
Scorecard
Evolution
of Work
Data Tells the Story
Times Have Changed
Source: Monster Insights, February 2012
Job Posting Best
Practices
 Candidate Reach
 Candidate Engagement
 Candidate Capture
Candidate Reach
How Do Seekers Search?
85% of
searches
contain a
Location
Finding the Optimal Job Title & Skill
Keywords
Use Monster Resources
> Search Monster: What titles are competitors using?
> Request Monster’s top keyword list for suggestion
Power Resume Search – Skills Match
Google AdWords
Wordle
Ask recent hires
> What criteria did they use to search?
> What was their previous title?
Talk with hiring managers
Finding the Optimal Job Title & Skill
Keywords
Finding the Optimal Job Title & Skill
Keywords
Keyword Relevance - Job Titles
Keyword Relevance - Job Titles
Lean Manager Job
 Lean Manager – Six Sigma Black Belt / Supply Chain
Future Sales Opportunities Job
 Sales Professional
Pest Route Technician I Opportunities Job
 Pest Control Technician / Service Representative
Territory Sales Representative Job
 Outside Sales Representative
13
Candidate
Engagement
Finding Better
Authentic Employment Brand
Employer Value Proposition
> What’s in it For Me?
Clear, concise, and compelling
job descriptions
Authentic Employment Brand Experience
Transparency into your
culture and why someone
would want to work for you
Make an emotional
connection
Provide information useful
to a job seeker
54% of seekers say employee
testimonials are the best source
of information about a company
Source: Staffing.org “Candidate Attitudes and Behaviors” report, March, 2011
Job Fit
Look beyond the ability to
do the job and consider
whether or not the seeker
aligns with your culture
and values
Defined Selling Points
31%
Type of employee likely
to succeed
Source: Staffing.org “Candidate Attitudes and Behaviors” report, March, 2011
60%
Lifestyle
(flexible hours, work-at-home)
Format
Clear, concise,
compelling
Less is More
Easy to read
> Bullet points
> Clear delineations
between sections
Candidate
Capture
Candidate Frustrations
60% are
frustrated with
difficult & unclear
process
48% are
frustrated with
no job status
report
40% are frustrated
with no resume
acknowledgement
20% are frustrated
with impersonal
communication
Smart Recruiters: http://mashable.com/2012/09/10/job-openings-unemployment/
Define the Process
Over 60% of
seekers want
acknowledgement
that their resume
was received
within 2 days
Set Expectations
& Include Call to Action
Alternative Applies
BeKnown
FB
Twitter
Talent Community
Saved Search
Job posting
worshop
Posting Workshop
Objective: This session will provide you with hands on
experience in the analysis and composition of job posting
content that is clear, concise and compelling. You will
gain the fundamental knowledge necessary to evaluate
and critique your own positions by working as a team to
develop content for a sampling of current openings.
Deliverables: You will receive Monster quick guides with
a summary of job posting best practices. You will also
receive a copy of each team’s work, to help craft job
posting content for other current/future positions.
27
Posting Workshop
11:15AM – 12PM:
About the Opportunity
> Create an intro paragraph for the sample job postings and 3 -5
>
>
>
>
summary bullets.
Decide which items are critical to understanding the position, and
clearly describe the contribution the role makes to the
team/organization.
Answer the question, “why does this job exist?”
Clarify what a “day in the life” looks like with meaningful and
impactful language that helps establish the candidate’s fit for the
role and the organization.
Identify and remove items that are vague, confusing, redundant or
too general.
28
Posting Workshop
12PM – 12:15PM
Requirements & Skill preferences
> Create two separate sections for minimum requirements and skill
>
>
>
>
preferences
Ensure that minimum requirements are easily quantifiable or at
least qualitative in nature
Add skill preferences which create industry context and help the
candidate better understand the knowledge or skills most common
among high performers. (Not a wish list!)
Remove items that are vague, confusing, redundant or too
general.
Do not use skills that nearly all candidates will self-identify as
having (e.g. “team player”)
29
Posting Workshop
12:15PM – 12:30PM
Benefits & Compensation
> Provide 5-7 bulleted items that highlight employee benefits, perks,
rewards, and incentives unique to the role.
> Include unique aspects of the physical work location, schedule
flexibility or organizational culture that will differentiate Ecolab.
> Answer the questions of WIIMFM?? What does Ecolab have to
offer a quality candidate that competitors do not?
30
Posting Workshop
12:30PM – 12:45PM
How to apply
> Create a clear call to action that outlines the apply process, time
commitment, who the candidate will hear back from and when.
> If the seeker isn’t prepared to “buy now”, what other options can
you provide?
31
Posting Workshop
12:45PM – 1:30PM
Presentation and Peer Review
> A representative from each team will have 5-10mins to present
their new posting to the group.
> Other groups will critique the new ad, offer suggestions, and help
identify areas that need more material.
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Resources
Monster’s Employer Blog
Free Online Training Resources
Training for
Monster’s
products with
live trainers
Self-guided
learning
materials
Step-by-step
help detailing
with all features
of Monster
products
You can view these resources by visiting the Monster
Resource Center after logging in to Monster.com
Articles about
what’s new in
today’s
recruiting
world