Job Posting Best PracticesDecember 11, 2012

Discussion Overview

Recruiting RealitiesEvolution of Work & RecruitmentJob 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 KeywordsUse Monster Resources> Search Monster: What titles are competitors using? > Request Monster’s top keyword list for suggestion

Power Resume Search – Skills MatchGoogle AdWordsWordleAsk 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

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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

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 youMake an emotional connectionProvide information useful to a job seeker

Source: Staffing.org “Candidate Attitudes and Behaviors” report, March, 2011

54% of seekers say employee testimonials are the best source of information about a company

Job FitLook beyond the ability to do the job and consider whether or not the seeker aligns with your culture and values

77%

Salary ranges & benefit offerings

60% Lifestyle

(flexible hours, work-at-home)

54%

Training & development programs

47%

Career tracks

& promotion

31% Type of employee likely

to succeed

28% Financial information

Source: Staffing.org “Candidate Attitudes and Behaviors” report, March, 2011

Defined Selling Points

Format

Clear, concise, compellingLess is MoreEasy to read > Bullet points> Clear delineations

between sections

Candidate Capture

Candidate Frustrations40% are frustrated

with no resume acknowledgement

60% are frustrated with

difficult & unclear process

48% are frustrated with no job status

report

20% are frustrated with impersonal communication

Smart Recruiters: http://mashable.com/2012/09/10/job-openings-unemployment/

Define the ProcessOver 60% of seekers want

acknowledgement that their resume

was received within 2 days

Set Expectations & Include Call to Action

Alternative Applies

BeKnownFBTwitterTalent CommunitySaved 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.  

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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.

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Posting Workshop

12PM – 12:15PMRequirements & 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”)

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Posting Workshop

12:15PM – 12:30PMBenefits & 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?

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Posting Workshop

12:30PM – 12:45PMHow 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?

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Posting Workshop

12:45PM – 1:30PMPresentation 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

• Hiring Tips and Trends

• Printable Task Aids

• Daily Webinar Training

• Online TutorialsSelf-guided

learning materials

Training for Monster’s

products with live trainers

Step-by-step help detailing

with all features of Monster products

Articles about what’s new in

today’s recruiting

worldYou can view these resources by visiting the Monster Resource Center after logging in to Monster.com