Recruiters and HR leaders are in overdrive to get as many new applicants through the door. But they could be stunting their efforts at step one:
LinkedIn found that applicants spend just 14 seconds reading through a job post before deciding to apply, so the words and phrases you include have a big impact. Yet vague language, not including compensation data and glossing over position-specific details can be red flags for prospective employees.
"A job description is perhaps one of the most critical aspects for engaging talent during the hiring process," says Caitlyn Metteer, director of recruitment at Lever, a talent acquisition platform. "More often than not, job postings include a cookie cutter, run-of-the-mill description of what the job entails. When this is the case, the job seeker is likely to pass over the posting and move on with their search."
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Amid the Great Resignation, employers are still actively recruiting new hires: data from Robert Half found that 46% of employers are still planning to add new roles through the rest of 2022, and half expect more turnover driving their hiring decisions.
But employees aren't just looking for a job to fill their work hours; instead, they want a
"Most of the time [a job post] tries to convince the candidate that the company or role is a fit, but does not give the job seeker any glimpse into what the company culture is like," she says. "Recruiters should make sure to share any unique offerings the company has and make sure the description reflects the culture."
Using phrases in job descriptions like "You'll get to work with…" or "We value…" can provide specific examples and context around a company's ethos, Metteer says. And while the recruitment process should lead to the HR leader asking an applicant questions, they may want to start asking themselves a few questions, first.
"Now is the time for recruiters to think outside of the box and ask themselves, what makes their company a great place to work? Why should someone want to join the company? What unique offerings does the company have?" Metteer says. "All of these will help create transparency in a job posting."
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Beyond giving prospective applicants a more in-depth look at what they can expect from a company's culture and the role, being clear and transparent about compensation and benefits can help employees make a decision quickly as to whether the job is a fit for them. Sixty-one percent of employees move on from a job listing if a
"Recruiters should include an overview of compensation, perks and benefits in the posting. Depending on the laws in your state, a salary range may be required in the job posting," Metteer says. "If recruiters choose to not include a compensation overview in the direct posting, they can also link to a website that gives more in-depth information on the topic."
Research from The Muse found that 72% of jobseekers felt surprised and regretful that the job or company was different from what was described and planned to quit. Being transparent in the earliest stages can pay off in the long-run, Metteer says.
"The job description should give an overview of that specific position and the overall role it plays in the company," she says. "This will help show job seekers how their work will make an impact for the company and the role they will play in its operation."
