How To Write A Successful Internet Job Posting?
The secret to a successful Internet job posting is first recognizing that it is not a print classified advertisement. An Internet job posting is interactive, and requires a thorough understanding of interactive marketing. One of the major obstacles contractors confront when advertising jobs online, is understanding that they must adapt their usual job posting routines. An internet job posting will not do well if worded like a traditional classified ad. It must be considered more like an interactive marketing effort for the entire organization. The Marketing Department rather than the HR Department should write it.
Update the Company Web Site
The firm web site is fast becoming the initial point of contact for most job searchers or prospective clients. Contractors should update their corporate web site so that it presents a professional and interactive presentation of the firm, its aims, key individuals, corporate culture, top achievements, and business philosophy. In fact, every marketing resource available to the contractor should be employed to make the corporate web site the best it can be. Although most employment boards include hot connections to company web sites, some do not. Either way, job searchers are likely to independently surf the Internet in order to identify a contractor's web site, relevant press releases/news, before submitting their resume.
Keywords Rule
In the fast paced world of Internet surfing, most job searchers will only take the time to read the top 20 search results. Making it to the top usually is about keywords. They often make the difference between a successful job ad and a waste of effort. Contractors should use the correct keywords in the proper place so that the right people can locate their job posts. Online job postings are not viewed the way paper classified ads are viewed. Online job listings are concealed behind databases holding thousands of records, and they must be called up for a job seeker to view them. This process up may take the shape of keyword selection in a search engine or any variety of approaches with point and click directories. It's crucial for contractors to research the job posting and keyword rules of the hosting job board since they will range from site to site. Many job boards will rank or prioritize job ads within their database by title, membership status, date, keywords or other less visible reasons. Adding keywords properly assures that a job posting will find its way to the top of the job board's search results. Adding keywords wrongly may result in having the job ad deleted by the hosting job board or simply lost in the numbers of database entries that job seekers never find. While identifying the appropriate keywords for a job posting, contractors should determine which words the job seeker will select in utilizing the job board's search engine - and include any necessary occupational-specific terms (i.e. Hard Bid Estimator or value engineering) (i.e. Hard Bid Estimator or value engineering). To cover all the bases, It is a good idea to use many words or synonyms that may signify the same thing. For example, if the employment location is in a lesser-known town such as Maitland, Florida but near a well-known city like Orlando, Florida, then Orlando should be added as a keyword. Most job boards require keywords to be placed in a special field, in a particular form (using quotes, comas, etc). (using quotes, comas, etc.). Job ads that do not have a particular space for keywords frequently require the contractor to add keywords to the Job Description, Job Requirements or other searchable elements. When adding keywords to a Job Description, contractors should write the keywords into entire sentences so that the information flows as a coherent composition.
Make It Believable
Job Postings should be convincing and full if they wish to attract the top talent. Most executive job searchers are interested in job listings that provide extensive job descriptions and job requirements. Many desire to examine compensation and information about the organization. Others want to know employment location. Most job boards state that a well-written job posting can achieve many more qualified applications than a poorly worded job posting. Fortunately many job boards give FAQ's and job posting guidelines to help contractors get the most from their job advertising. Some provide statistical analysis of specific job postings. These statistics frequently show the amount of job seeker views and applications submitted to each job posting. Contractors can utilize data to analyze their results and alter the job posting accordingly. The more details offered in a job posting the more legitimate the job and the better the fit. Therefore, more job seekers will reply. Contractors should be precise about the scope and type of work, the hours, the job goals, the salary and the location. They should also make sure all fields are adequately filled in completely. Some forums allow for job listings to be previewed before to going live allowing contractors see the completed job posting the way job seekers would see it. Many employment boards allow for real time editing during the adverts flight.
Manage Style
Unlike classified print advertising, internet job postings frequently allow for pages of material. Headhunter.net allows for three thousand characters in the Job Description and three thousand characters in the Job Requirements fields - or around two typewritten pages. Contractors should write properly and deliver text in an ordered, logical manner. Job ads should read like a composition and not a paper classified ad. Sentences can be short but they should always be entire sentences having accurate spelling, punctuation, and grammar. The language should have natural paragraphs, with line breaks, so that the job seeker may discover key information quickly and effortlessly. Writing in all Caps, using excessive exclamation points, or adding acronyms and abbreviations can undermine the credibility of the job posting and potentially result in job deletion by the hosting job board. Acronyms and abbreviations should also be stated out since job searchers frequently search by whole terms.
Read Job Posting Guidelines
Most job boards have Terms of Use agreements that members/users must agree to - in order to access their service. It's crucial that contractors read and comprehend the terminology that relate to job listings and keywords to get the best results. It is usual for job boards with have stringent quality control requirements to eliminate or amend up to 25 percent of all job listings as being improper. Most job sites do not allow the listing of emails, URL's, usage of copyrighted material, defamatory statements, false, inaccurate or misleading information, illegal or unethical content. Job advertising that encourage job searchers to email for further details, are usually disallowed.
Follow up
Contractors should quickly follow up on any eligible applications that have been filed. Peter Weddles @ weedles.com adds, "Speed is everything in hiring excellent personnel." Within ten days, the top 10 percent of job hopefuls are gone. Once someone desirable is recognized, it's crucial to act on that individual immediately away. Today's recruitment market is highly competitive and the hiring procedure should not allow for any dead time between in-house interviews schedules and final selection. Contractors should not leave job applicants hanging more than five to seven days without a scheduled follow-up meeting. Otherwise, they risk losing the job applicant outright. There needs to have top-level management involved with all significant hires. Involving top management makes job applicants feel that the hire is an important position, and that they have personally been selected as the "candidate of choice" by the top brass. Contractors should begin closing the transaction the instant they know that they want someone for hire. They should not let up until an offer is on the table and accepted.
Common Internet Job Posting Fields & Their Purpose
Job Titles
Names should be industry-specific and familiar to job searchers since they will utilize keyword search for openings according to standard job titles. The Job Title field is not the field to market the job posting (as with a classified ad) (like with a classified ad). The Job Title box should be used primarily to get the job posting found by job searchers. Adding proper keywords, at the appropriate place, is considerably more significant than catchy job titles that never get noticed. However, it is permitted to add relevant, occupational-defining adjectives to the basic Job Title (such as On-site Architectural Project Manager, Conceptual Chief Estimator, Hospital Flooring Project Engineer, and Veteran Concrete Superintendent) (such as On-site Architectural Project Manager, Conceptual Chief Estimator, Hospital Flooring Project Engineer, and Veteran Concrete Superintendent).
Job Descriptions
Employment descriptions often focus on job responsibilities, duties, scope, achievements and goals to be completed. The clearer the description, the more likely qualified job searchers will apply. Job descriptions should focus on the job seeker's needs and not just the position. Job descriptions should be written from the job seeker's perspective. They should also answer the question, "Why would a job seeker want to apply for this job?" Contractors should mention the greatest components of the job, fascinating challenges, potential career opportunities, reporting connections, and why the position is offered. It's crucial to sell the full career opportunity while not just describing it. If a job seeker gets the position, what will their lives be like? Use word pictures and try to transmit desirable imagery that the job seeker can imagine, motivating him/her to change jobs. For example: "work in a progressive environment where you can learn more in six months than you may have in the last six years", or "go into your private office and join a team of eager professionals who are establishing the next great management firm". If there is not a job-posting field that provides specific benefits and perks, add them into the job description. Job advantages include items such as flex time, work at home, child care, above average medical coverage, corporate vehicle, education reimbursement, country club membership, and other special incentives. However, contractors should know that the Work Description field should not specify the company, the job requirements, the job location, remuneration, or anything else unless there is no other relevant field in which to put this information. Inappropriate content (including inserting content in the wrong fields) may result in the job posting being amended or deleted.
Company Profile
Most employment boards allow for a hot link to the contractor's corporate web site. Many job sites, in addition to supplying a hot link, will offer a unique Company Profile field. Contractors should totally fill up this field. This will provide important content and keywords to the job board's database in order to boost their chances of being noticed by searching job searchers. A Company Profile field creates an additional promotional opportunity for the firm and the employment opening. Use this section to describe what the company does - addressing essential characteristics including organization size, location, perks, company goals, mission, management style, employee quality of life and what makes the firm exceptional. Contractors should also provide information on the qualities sought in all team members. This area frequently permits for endless content and is the least edited by the hosting job board. Some job sites even allow for several firm profiles that can be separately linked to a respective job posting (enabling recruiters to add information about each respective client, giving contractors the ability to promote information about their many divisional offices) (allowing recruiters to add information on each respective client, and contractors the opportunity to promote information about their various divisional offices).
Contact Information
It is vital to provide contact information on all forms and in all suitable spaces. Contractors should make it easy for a job seeker to apply. Most job seekers prefer email. Some prefer employing mail, fax or phone calls before sending their personal CV. It is appropriate to mention a preferred contact method, and suggest that all applicants include the respective Job ID. By offering various contact ways and the contact name (not simply a department) of a real person, a job seeker is more likely to believe the position is authentic and apply.
Job Identification (ID) (ID)
For job listings, contractors should employ a tracking system to establish a unique Job ID for each job posting and require that job seekers mention this ID on applications whether faxed, emailed, or mailed. This allows contractors to recognize which site - and specifically which ad - brought in the respective application. Information as to where the top applications come from can allow contractors to know what job boards have been the most productive sources of talent.
Job Responsibilities
Job Responsibilities are simply the job requirements for the role. In order to receive the best reaction, contractors should list why the criteria are there. Examples would be: "A Bachelor of Arts Degree is necessary to help lead Corporate Communications" or "We seek seven years of project management expertise for commercial building projects. This role will handle three Project Managers and seven Project Engineers". Make clear the "necessary" qualifications and the "desired" skills. Avoid clich's or cliched language like "self-motivated", "team player", and "fast-paced" (making the job posting appear common) (making the job posting appear common). Contractors can also utilize the Job Responsibilities section as an eliminator of undesirable resumes by providing qualifying comments ("Applicants must have a minimum of six continuous years with the same general contractor. Otherwise, please do not apply."). In order to remove many unwanted job applicants, contractors can also add qualifying terms such as "background checks are performed in the recruiting process" or "personality testing is employed in the hiring process".
Pay \sMany contractors refuse to provide salary information in job postings. Salary figures make job posts trustworthy, and dramatically boost the job seeker response rate. It is also one of the most often searched fields on a job posting. Job seekers are often more interested in the salary than any other aspect in a job description. According to executive recruiter, Chuck Groom of CC Group, Inc., money is one of the top reasons why people leave their job. Job seekers do not want to squander time with a job that may not pay what they desire. When a pay figure is lacking, people will presume that the contractor may be embarrassed by the amount of wage level - or have something to hide. Phrases such as "Salary is commensurate with experience, N/A, Open, or Depends on experience" do not prove useful. They will actually dramatically diminish response rate to a job posting.
Job Status \sAn crucial criterion, that is sometimes missed, is the work status field. With the international availability of the Internet, more and more foreigners (without legitimate work permits) are applying to United States job postings. Contractors can exclude many foreign applications by simply declaring "applicants must be United States citizens", or "only United States citizens or those with valid work visas need apply", or "you must have clearance to work in the United States to be considered for this employment".
Location
Most major employment boards require the location field to be completed. Although many recruiters refuse to identify job locations (in fear of disclosing their clients demand for secrecy), mentioning the job location is one of the key fields that job seekers explore. Job seekers from all across the country/world may see the job posting. Without a valid city stated, job hunters must assume the employment location. They often will not apply because they assume that the posting is in an unsuitable place, or that it's invalid to serve solely as a gimmick to gather resumes.
Best Places to Post an Internet Job Posting
There are several solid possibilities for contractors that want to list their jobs online. However, the key is to discover job boards that to supply the "appropriate" viewers - as well as a high volume of "correct" viewers. Contractors want their job advertising to be noticed by as many relevant viewers as possible. However, although various job boards charge identical costs for services, their volume of viewers can differ substantially. Many contractors will prefer to post tasks online with conventional, well-known, off-line businesses that have a job board presence online. However, the online job posting business (like any Internet business) is a unique business that demands a whole distinct set of regulations and business skills. The off-line leaders are rarely the leaders in the online world. In picking the correct job board, contractors should compare outcomes based on proven industry standards. One approach to perform an accurate comparison is using Amazon's Alexa Research, which can be downloaded at Alexa.com and easily attached to a web browser. Once installed, this application will reveal a web site's visitor traffic (based on a common standard, and measured against the total seventeen million plus web-sites now on the Internet) (based on a common standard, and measured against the entire seventeen million plus web-sites currently on the Internet).
