How to Write Effective Online Job Postings
Recruiting the Right Candidates
by Louise Fletcher
Monster Contributing Writer
The Internet was supposed to simplify recruiting: No rushing to meet newspaper deadlines, no
waiting for resumes to trickle in by snail mail. So what happened?
A combination of quick and easy online applications and an increase in the number of people
looking for work has led to millions of resumes floating around in cyberspace, and some days it
feels as though they've all landed on your desk.
Should you give up on Internet job posting? No. There isn't a better way to quickly and
inexpensively reach qualified candidates. It's not where you advertise the opening that's the issue
here -- it's how you advertise the position.
Don't let company executives get frustrated trying to understand why positions take so long
to fill. Follow these simple strategies to improve the quality of responses you receive and
decrease your time to hire.
Be Specific
A quick job search turns up mostly short ads with no clear definition of job requirements. If
half the people reading the ad can imagine themselves to be qualified, your inbox will be full
within hours.
To avoid this, work closely with the hiring manager to understand his specific requirements.
If your CFO will only hire CPAs, state that requirement clearly. Don't say you need an HR assistant
who "knows benefits" if you actually need an expert in workers' comp. And if you need an executive
assistant who has experience organizing huge corporate conventions, don't write "plans company
events," which could mean arranging the annual company picnic.
Writing specific postings takes a little longer, but by helping job seekers understand your
needs, you'll reduce the number of applications from unqualified candidates and ultimately save
more time than you spend.
Be Clear
Make sure the requirements and job duties are easy to understand by someone who does not
already work for your company. Some postings have so much corporate jargon that it's difficult for
job seekers to tell if they are qualified, leading many to simply press a button to submit a
resume.
For example, one company is currently advertising for a product manager to "create wire
frames, product specification/MRDs/PRDs and scope documentation." Compare it with this posting for
a product manager: "Must have a network of contacts amongst key decision makers within the
entertainment industry (particularly film and music)." The second is much easier to understand,
more specific and likely to attract fewer unqualified applicants.
If you're not sure whether you have included company-speak, have a friend or fellow HR
professional review your posting and give you feedback.
Be Up Front
Dissuade potential job seekers from speculative applications by adding a statement explaining
that your requirements are firm. For example: "Please read the qualifications for this position
carefully. The successful applicant will have to get up to speed quickly and therefore, we will
only consider those who meet all the criteria listed above." This won't stop everyone, but it will
deter people who are unsure whether you're serious about your stated requirements.
Be Demanding
Don't make the application process too easy. Instead of just asking for a resume, include an
assignment in your posting.
For example, a company looking for a Webmaster could include the following: "When applying,
please provide an outline of your approach to Web site design. The successful applicant will be
asked to completely overhaul the site, so we'd like to know how you would approach that process."
Or a retailer looking for customer service professionals could ask applicants to write a cover
letter outlining three challenging customer situations they handled successfully. Qualified
candidates will be excited to have the opportunity to stand out from the crowd, while casual
applicants will be less willing to put in that much effort for a long-shot application.
To be successful in your recruitment efforts, you must constantly adapt your strategies to
suit the market. You must manage the candidate flow so you can effectively service your
organization. By creating specific, clear job postings and an application process that requires
effort on the part of the applicant, you can reduce the number of unqualified candidates and
increase your chance of making the right hire quickly.
