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4 Ways to Market Your Business’ Job Opening

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By Kayla Matthews

It’s hiring season and there are so many qualified candidates out there ready to work for your company. Filling a job opening can take months and you want to make sure you hired the right candidate who is committed to your business’s future. Today’s economy is raising candidate expectations and recruiting challenges.

According to a recent study, 74% of recruiters believe that hiring will become more competitive in the next 12 months. Therefore, it is essential to market your company’s job openings to the right audience to capture the attention of a future employee. To hire top talent, HR teams need to stay on top of modern recruitment strategies.

If your business is serious about adding and attracting the right candidate, we have suggested four ways to market your job listings.

1. Stand Out From The Crowd

Let’s start with the most important way to market your company’s job listings. You need to stand out from the other tens of thousands of job openings. Drop the boring description that sounds like any other job listing. Create a tone that is unique and resonates with the reader. This way they can feel like you are speaking directly to them.

When writing your job post, include future plans for the position so candidates are aware of the potential growth they have with your company. This will target motivated job seekers who are looking to stay with the same company for an extended time.

Don’t forget to sell yourself. If there is something unique or awesome about your company, include it on the job description page so applicants are aware of your company’s culture. As you are writing the job advertisement think, “Why should they want to work for us?” Job seekers will also want to know what sort of benefits the job will have or potential salaries.

Be extremely clear on what your expectations are. Is it a part-time or full-time position? Employee or freelance? According to Indeed, jobs with descriptions between 700 and 2,000 words get on average 30 percent more applications. Make your posting easy on the eye with bullet points, listing responsibilities and qualifications.

2. Target The Right Audience

One of the most important aspects of the hiring process is hiring the right person for the job who also fits the culture of the company. In order to find the right fit, be sure that your job description expresses your company’s brand to attract the perfect candidate.

When job seekers are job hunting, it is important for them to know who the organization is. Give a brief backstory of your company and explain what your business does. If there is more information about your open position, then the right candidate will want to apply because they know what the company stands for and what they are expected to do.

Extend your outreach for a prospective employer. When you only post on job boards, you are only attracting those searching for immediate placement, which means you are getting people who:

  • Usually do not have a job
  • Usually do not like their job
  • Are actively seeking employment
  • See a lot of other jobs just like yours available

It may seem obvious, but in order to reach your target audience, you must know who they are and what their needs are. Talking to your target audience is a great way to connect your job position with a potential candidate. The tone of your job advertisement should connect with them on a personal level and use a conversational, rather than a lecturing tone.

Your audience will want to feel that you understand their needs and are going to provide them opportunities to make their lives better. People tend to work harder for companies that will take care of them in return.

Take your job campaigning a step further and expand your audience to anyone- even those currently employed. The next section will cover how to reach a larger audience.

3. Use Current Jobs Sites

There are so many platforms to submit a job posting, but it is important to stay on top of current job search trends. People no longer have the mentality to just “get any job.” They look for reviews, people they know who enjoy their job, and employee satisfaction.

  • LinkedIn – LinkedIn allows you to look specifically at candidates profiles. It is a digital resume platform, where either they can respond to your job listing, or a company can even reach out to a prospective candidate. This is also a great way for employers to look for credibility in a candidate as they can see how many people have “endorsed” the candidate to prove that they do have that knowledge and skills that they claim to possess. Many companies use LinkedIn to try to steal talent, and you should consider being a part of that.
  • Glassdoor – Glassdoor is becoming extremely popular among millennials because they have the opportunity to read reviews from current and past employees. Job seekers also have better insight on the salary range to expect as this is displayed on Glassdoor. Another reason why so many candidates utilize Glassdoor is that they can get tips and insights on the interview process so they are better prepared.
  • Colleges & Universities – Using college and university job search boards is another great way to get a truly motivated employee. Usually, as students start to finish off their degree they start searching for the right job through their alumni job portal or job board. Some colleges even let employees post their job opportunities and internships for free.

4. Get Your Employees Involved

One of the best ways to make your brand more appealing is through your employees. People will be more attracted to your company if the employees can vouch for it. Many people have watched their parents come home unhappy from a job they hated, so candidates are now looking for a job that won’t be dreadful. When current employers can express their job satisfaction through social media, LinkedIn, Glassdoor or other public platforms then more people will want to work for you.

This shows transparency between the employer and the employees. Reviews are beneficial not just for potential job seekers, but for the employer as they have the opportunity to respond to feedback and get additional insights on where things are going within your company. When an employer responds on social platforms it shows that they actually care about their team, which is an attractive quality for job seekers.

Another great way to recruit top talent is to implement an employee referral program. If you currently have great talent on your team it is likely that they are connected to others with great talents- such as friends, previous coworkers or university alumni.

Since your current employees are satisfied with their jobs, they are walking advertisements and will attract more qualified candidates to work with them. Referral hires tend to have greater job satisfaction and stay longer at companies.

Don’t Forget The Essentials

Being a trustworthy company is an attractive quality for serious job seekers. So invest in your employees’ happiness to attract top quality talent. After all the time and effort you have put into constructing a job post that stands out from the crowd, attracts your targeted audience, and is up to date in job promotion trends, don’t forget the essentials. Be sure to clearly state your location, contact information, and what the applicant should submit to the job post- resumes, cover letters, referrals.

Look for creative ways to express why your company is a great place to work. Take the time to explain why your company is unique when writing the job listing. If you follow these tools you will attract better talent and also receive more job acceptances from your top-choice candidates.

About the Author: Kayla Matthews writes about communication and workplace productivity on her blog, Productivity Theory. Her work has also appeared on Talent Culture, MakeUseOf, The Muse and Fast Company.

Featured Image: Tim Mossholder on Unsplash

Are You Hiring the Right People for the Job?

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Making sure you have the right people in place in your office may not seem as easy as you think.

First, you never know when hiring someone if their personality is going to be a good mix for your workplace.

Sure, someone may have a stellar resume and come across great during the interview. That said what happens when they end up working with dozens or more of your staff on a daily basis? Can you guarantee that harmony is going to follow suit?
In hiring and retaining your workers, you want to do all you can to make things fit the first time around.

So, are you hiring the right people for the job?

Put Different Resources to Work

So that you have improved odds of getting the right people more times than not, remember a few pointers:

  • Resources – Having good human resources consulting can help you hire the right folks. For example, are you following all the necessary human resources procedures? It only takes one slip-up to put your company in jeopardy of a lawsuit. By working with an H.R. expert or experts, you lessen the chances of making gaffes that can prove costly.
  • Interviews – Some companies use phone interviews before an actual face-to-face interview. Does that sound like your company? Those phones interviews can help weed out some candidates that are likely not a good fit for your office. With face-to-face interviews, not only listen to what candidates say, but watch them. Do they seem comfortable talking to you or your staff? Is their personality one that would at least now appear to be a good fit for your workplace? Are they anxious to be a team player and contribute from day one if hired? Watching and listening are two of the most important aspects of any interview.
  • Goals – What goals do you have in mind when it comes to hiring more employees? Some companies hire due to the fact they have a manpower shortage. Others will hire to fill an important chair at the company. Know ahead of time why you need to add one or more individuals to your payroll. Doing so will give you more clarity and improved chances of avoiding a revolving door.

Knowing When It is Time to Pull the Plug on a Worker

Knowing when and then having to fire someone is something most company heads do not enjoy. That said it is all but unavoidable in running a company.

To make the matter clearer on you and your team, look for these signs to know when it is time to pull the plug on a worker:

  • Employee is not doing the job expected of them
  • Employee is late for work on regular basis or abuses breaks
  • Employee does not get along with others in the office
  • Employee speaks badly about the company and even its customers

Although training new folks is costly and time-consuming, you do not want to keep someone around who is a bad fit.

In taking time to see if you are hiring the right people for the job, make sure your human resource person or team is quite involved.

Photo credit: Pixabay

About the Author: Dave Thomas writes about business topics on the web.

 

 

 

5 Tips to Getting the Best Job

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Word Tags Circular Wordcloud Of ResumeIn the job market that is latter 2016; many Americans are keeping their fingers crossed for the New Year.

For many, the hope is that 2017 will produce more job opportunities, opportunities that rise above either part-time work or low salaries for full-time work. Either way, 2016 has been a rough year for many individuals either out of work or working several jobs just to make ends meet.

How many of these workers got in the positions they are in today varies.

For some, they’re stuck in low-paying jobs; jobs that at least help keep a roof over their heads and food on the table. Others, meantime, can’t get their foot in the door for an interview, this after either being let go via layoffs or firings.

If you find yourself in the position of needing a job (or at least a better one at that), what are you doing to improve your odds?

Review Your Approach to Finding Work

For starters, how you go about getting interviews and ultimately offers is as important as anything else you will do.

While there are no guarantees that a stellar resume and/or a great interview will provide you with an offer, they are critical nonetheless.

That said remember these 5 tips to getting the best job possible:

  1. Resume – First and foremost, how good is your resume? Given how competitive the job market is these days, an average resume just won’t cut it. Although you may think you are a wordsmith extraordinaire, you are better off turning to the pros in putting together this critical document. Take note that great resumes can make the difference when searching for that ideal position. Don’t hesitate for a moment to use a professional resume writing service if that is what it will take to get you noticed;
  2. Interview – Once you get your foot in the door for an interview, you simply can’t blow it. The interview will tell a prospective employer much about you. He or she will not only want to know your background and how it benefits their company, but also how you’d work with others. It sounds like commonsense, but you’d be amazed how many people flunk the part of the interview that involves being on time, dressing appropriately etc. Don’t take any of those important tasks for granted.

How Bad Do You Want the Position?

  1. Motivation – Just how motivated are you for the position you’re interviewing for? While some candidates can pull off the fake smile and/or the fake attitude, many others simply can’t. Go into your interview knowing as much as possible about your prospective employer. Without turning the interview around on them, ask pertinent questions about the position, the company, the staff etc. When someone sees you’re motivated, it tends to rub off positively on you;
  2. Personality – Even though it is great to be motivated about a potential job (you should be), don’t go overboard. Most employers and/or recruiters can see through someone’s fake exterior. While you should definitely show interest in the job and the people working there, don’t lay it on too thickly;
  3. Follow-up – After your interview, be sure to send a thank you note to the employer and/or recruiter. Letting them know (in writing) that you appreciated their time can go a long way. Even if you don’t get the position this time around, another one could open down the road. When an employer sees that you took a few minutes to thank them for having you in, it can separate you from others not choosing to do so.

Finding the right job in today’s world can prove challenging, but would you have it any other way?

Accepting the challenge and meeting it head-on can do wonders for you. If you’re still looking for the right job, don’t give up hope.

Remember…. quitters never win, winners never quit.

Photo credit: BigStockPhoto.com

About the Author: Dave Thomas covers business topics on the web.

5 Tips to Hiring the Best Employees

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Woman Signing A ContractAs an employer, do you feel like you are hiring the most qualified employees out there?

For many business owners, they will likely say yes to that question. Others, however, may feel like they do not always get the best and brightest talent.

In some cases, they may end up essentially getting someone in to keep a seat warm for a few months, only to have that person move on (be it to another job of their choosing or being let go).

While there is no crystal ball you can use to make sure you get only the best hires, there are some steps you can take to better guarantee your chances.

The most important item to remember is that your hiring choices do in fact reflect back on you. If you make great hires, those under your wing will look at your decision process as being solid. On the other hand, a number of bad decision choices, some under you may question your leadership abilities.

When all is said and done, taking the time in making the right hires is as an important a task as you will have running a company.

Making the Right Choices

So that you can make the right hiring choices more times than not, here are five tips to remember:

  1. Research – Above all else, make sure you (or your HR department, recruiter etc.) put some time and effort into researching all prospective employees. The research is actually made easier these days, especially with all the information one can find on the Internet. Part of that research is remembering that employers should use background checks. By using such checks, you can get to know a lot of background about an individual before they ever set foot in your office or elsewhere for an interview. That information can also help in weeding out bad candidates from those deserving of an interview;
  2. Social media – With millions of people on social media, you’re more than likely to find some of your prospective job candidates active there. As a result, you can get a glimpse into their lives, be it on Facebook, Twitter, LinkedIn, Instagram etc. While their social activities are their personal matters, coming across questionable posts and/or images may lead you to think twice about hiring them. Remember to keep the posts in context, knowing that such posts do not necessarily mean they are bad candidates.

Only the Motivated Need Apply

  1. Motivation or lack thereof – Some candidates will have overwhelming interest in your openings, others not so much. Even a short phone interview can prove an interesting nugget. If someone seems to be less than enthusiastic about the opening, are they still worth bringing in for a sit-down interview? Use your intuition to determine if someone is truly interested in the job or just sending out resumes on the fly;
  2. Personalities matter – Most employers will tell you that team chemistry is a must in their offices. The lack of teamwork (and personalities that can co-exist) can prove detrimental to any office. That said it can be hard to gauge personalities from just a short sit-down interview and/or phone call. Introducing prospective candidates to those they’d be working with is not a bad idea. Such short introductions allows you to see how they mingle with others, along with giving your current staff a chance to provide some feedback;
  3. Making them want to work for you – Finally, it only stands to reason that a good job opening will attract good prospective employees. When you have a company that people want to work for, you usually avoid having to interview (maybe even hire) individuals not up to par. By offering a competitive salary, reasonable health benefits, along with a good working environment, you should get some outstanding resumes.

When the time comes to hire new employees, will you bring on only the best?

As an employer, what tips do you have for others running companies as they prepare to hire?

Photo credit: BigStockPhoto.com

About the Author: Dave Thomas covers business topics on the web. Part 2 (how job applicants can improve their chances of landing a position) runs on Friday, Oct. 21.

What Types of Resumes Catch Your Eyes?

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Man and woman at workMaking sure you get the best talent to work at your business is not as easy as it may sound to some running companies.

For starters, you typically have to wade through a long pile of resumes, some of which should stand out more than others.

Part of the challenge in hiring the best and brightest for your company is that someone can have a stellar resume and yet have a mediocre personality and vice-versa. The key becomes, how do you know which individuals will bring talent and experience to your company, yet still fit in as a team player when all is said and done?

In order for you to land only the top candidates out there, take some time now to review your hiring procedures especially as this year is winding down. With the New Year not too far around the corner, what better time to review your hiring practices?

Know What You’re Looking for

So that you can improve the chances of landing the best employees the first time around, you have to know exactly what you are searching for in a staff member.

First, where do you rank the varying categories (experience, personality, drive etc.) in terms of importance?

Knowing exactly what you are looking for in a new employee is as crucial as anything else involved in the process.

Typically, resumes that get attention are those that:

  • Offer relevant experience to the job being advertised;
  • Are nicely organized and free of any grammatical errors;
  • Come with a cover letter that clearly expresses why the candidate believes they are the best person suited for the opening.

As you look through the winning resumes that come across your desk or that of your person in charge of HR, it is important to remember that the resume is just one (albeit an important one) piece of the puzzle.

Once it is determined that you want to have a candidate in for an interview (or perhaps over the phone), that is when he or she needs to set themselves apart from the competition.

Among the areas to look for:

  • Someone bringing drive to the interview. Their resumes may be a little short here and there when it comes to relevant experience, but their passion for the job can make up for that shortage;
  • Someone dressing the part. While a candidate doesn’t necessarily need a three-piece suit or a designer dress, he or she does need to present themselves accordingly. Look for those individuals that seem to put some time and effort into their appearance;
  • Someone that has a winning personality. This can be the most difficult trait to identify, especially when you only have them in for a short interview or a couple of interviews. Personalities are crucial to having a strong workplace, one where everyone is willing to be a team player and pitch in as needed. Even though it can be difficult to single out these candidates during interviews, you should grade their personalities just as importantly as you would experience and talent.

So, does it sound like hiring the right person for the right job is more difficult than it truly should be?

When all is said and done, keep in mind that having to retrain folks for the right jobs ultimately ends up costing your business time and money.

Although it may seem time-consuming and even a little frustrating at times to hire the right people for the right positions, taking that needed time is worth it.

In the end, you generally will get someone that is going to not only do a good job, but won’t up and move on at the first opportunity presented them.

As you review resume after resume, remember to find those resumes that not only stand out for one good reason or another, but also those individuals you seemingly couldn’t go wrong with.

Hiring the right people is not an exact science for sure, but it is something that demands your time and attention, especially if you are on a tight budget and can’t afford to be wasting money retraining individuals.

So, what types of resumes catch your eyes?

Photo credit: BigStockPhoto.com

About the Author: Dave Thomas covers business topics on the web.

Are You Getting the Best Employees Possible?

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Employers Happy Of New Pretty ApplicantIn managing your company, do you take stock at times of the quality of employee you hire?

For many businesses, the people come on a rather regular rotation. In fact, you might look at it as a revolving door.

Others, meantime, are rather meticulous in the individuals they hire, looking to keep people for many years to come.

No matter how you approach the hiring process, take note that the costs to retrain employees over and over again add up more than you may think. As a result, spending a little more time on making sure you are getting the best employees possible should be a priority.

Taking Time to Review Each Candidate Carefully

So that you can see which prospective employees take the time to turn in a professional resume and cover letter and which ones do not, along with giving you an interview to remember (for all the right reasons) note these items:

  1. Professionalism – First and foremost, how professional are the resumes that you are receiving? If they look like individuals spent time and effort putting them together, great. On the other hand, resumes looking like they were thrown together in a hurry typically tell you one thing. That is that the individual did not put a lot of emphasis on making a good first impression with you. Take that one step further, would they make a good first impression on a customer? There are typically some signs to look for in seeing how much time and effort went into the resume and cover letter process. For one, a resume writing service pro is not going to give its client a resume that has notable errors in it, let alone is badly worded. It will also be neatly organized, highlighting the client’s most recent work experience, experience that is relative to the job they are applying for. Lastly, the resume will be spaced appropriately, making it easy to follow for the intended employer. If any of these areas are not emphasized, you’re likely looking at a prospective employee who either was not capable of putting together a winning resume on their own or didn’t care who in fact produced it for them;
  2. Skillset – Unless you’re hiring someone to work in a factory or do construction (along with some other jobs), you are typically going to want employees who have some skills for the digital age. This can be anything from overseeing running an online store for your business to promoting your brand on social media etc. While there is more to that of course, the point is that having an online skillset is all but a necessity in today’s workforce. If someone comes to you without these kinds of skills, you can of course always train them, but at what cost to you and your business? Having someone come in with these skills already under their belt makes a big difference;
  3. Attitude – Finally, what kind of attitude are you sensing from those you interview for careers with your company? As good as the credentials on the resume may be, the attitude one brings into the interviewing process is critical. Do the individuals seem excited about the possibility of working with you? Are they interested in learning about the company or just what the salary and benefits would be? Do they seem like the kind of people who would roll up their sleeves and help co-workers out? As many company heads can tell you, personalities oftentimes outshine skills in making for a cohesive workplace.

If you’ve felt in recent times like you have not exactly been hiring the highest quality individuals, change that outcome as you move forward.

No, there isn’t a 100 percent guarantee that the person you offer a job to is a lock to be both very talented and with you for many years to come. If the process were that easy, many business owners would sleep a lot better at night.

Try your best to gauge the mindset of each and every person who comes through your doors for an interview.

In doing that, you could very well have an improved feel for getting the best employees possible.

Photo credit: BigStockPhoto.com

About the Author: Dave Thomas covers business topics on the web.