5 ways to make your job postings stand out
Let’s face it. 99% of job postings are boring, repetitive and uninspiring. Which is, ironically, pretty good news. Why you ask? Well, it’s super easy to be part of the 1% of companies that have job postings that are exciting, fresh and inspiring — and convert more job seekers.
Your job postings are an opportunity to really engage and offer value to your job seekers in the candidate experience. Why not utilize your descriptions to maximize the interaction and really attract the candidates you’re trying to hire?
Here are 5 tips to help guide you to become part of the 1% of companies that offer a standout job posting experience.
1. Delete your company description
According to every company job description, every company is literally the best company in the world. Starting off your job descriptions with a company profile is like high five-ing yourself. Your employer brand should speak for itself. Instead, add an impact statement. Be compelling and prompt your job seekers to read further.
The most important of working for our support team is that we love helping developers. We exist to help people work better. We are dedicated to genuinely provide help, and treat customers the same way we treat our friends.
2. Define the role AND what success looks like
Defining the role is pretty obvious, but also defining success is something that is rarely added into job postings. Here at Ruutly we like to say we have “no bare minimums” — your job descriptions should do the same. Take the opportunity to define exactly what success looks like for that specific role so your candidates know what is expected of them.
You have experience with helping people solve problems — both big and small. It might not be in this specific capacity, but, you must be comfortable with taking on new challenges and be ready and willing to go above and beyond the norm.
3. “Day in the life”
So many job postings provide a literal laundry list of duties. Don’t put your candidates in a spin-cycle and don’t scare them off with an endless list of (mostly) menial tasks. Instead, offer your candidates some insight into what a day in the life looks like. Ask the hiring manager to describe what they candidate will be doing, and what is expected of them in terms of objectives on a day-to-day or a week-to-week basis.
Your typical day as a Business Development Representative will include:
- Researching and sourcing a minimum of 15 leads with a detailed breakdown in Hubspot
- Creatively reaching-out to potential customers via LinkedIn, and cold e-mails using tools like Bombbomb to maximize response rates
- Collaborating closely with the Account Executive team to ensure each lead has a specifically tailored solution based on their needs
- You will also participate in afternoon recap meetings to keep the team updated on your findings, and learn tips and tricks from others
4. Performance
Don’t shy away from providing performance measurements in your job descriptions. Again, ask the hiring manager to think ahead and add a few expected goals. What will the candidate accomplish in 3 months? What will they accomplish in 6 months? Be as transparent as possible and you’ll begin to hire based on future performance instead of past accomplishments.
In the first 3 months you’ll become a pro at cold outreach and will book more than 20 demos. You’ll be fearless in contacting new leads, and become fluent in sourcing tools. You’ll also have an incredibly well-organized Hubspot Sales account.
After 6 months you’ll move into a more-managerial role and become an expert at booking demos. You’ll also begin to lead multiple demos per day and will have closed your first deal.
5. More “you will’s”, less “you have’s”
Many job postings are retroactively focused in the sense that they’ll speak more towards past experience than future experience. Although asking for previous experience is important, adding more statements that speak directly to the experience they will receive at your organization will be much more impactful in attracting the right candidates. The key is to remember that telling a candidate what they will be doing is much more impactful in converting than asking what they have already done.
If you’re still scratching your head and need some inspiration, feel free to check out this article I wrote on writing more impactful job skills in your descriptions.
