Writing Effective Job Listings
When you are looking to recruit a new employee, you owe it to your business to seek out the most suitable person available. After all, in a small or mid-sized business each member of your staff is a vital component in ensuring your business is successful. But how do you go about finding that person?
In today’s world, that task is not as straightforward as it once was. No longer is the best solution to place a “jobs wanted” advertisement in the local newspaper and wait for the calls. These days you could put a general notice on a jobs-wanted website, but you could face the problem that the resumes will pour in from all over the country and you face the massive task of going through them all.
Avoid the temptation to play up your company in the job listing and make it seem bigger or more profitable than it is. Also, do not make promises you may not be able to keep, such as saying that rapid promotion is possible or annual salary increases are likely (unless, of course, that is true). You face the inevitable disappointment when the candidate starts working for your company and finds out that the situation is not as promising as they thought.
To further cut down on the number of responses from those posting their resumes to as many companies as they can find hoping some will garner a response, advisers suggest that, along with the job listing, you post a series of questions or a survey that the job seeker should complete. In addition to narrowing down the number of applications you receive, you will gain an indication of the quality of the candidates from their answers.
Where you post the listing depends to a degree on the nature of the job. If the position is a specialized one, you should look for sites that place job listings in that field. If it is less specialized, some suggest that posting to facebook or even craigslist is a good idea. Spend time deciding how you can reach the best people for the position you are seeking to fill.
Make sure that someone who is interested in responding will know exactly what to do. Avoid simply giving your company name. Give a specific e-mail address or mailing address to which the applicants should apply. Set a deadline so that interested applicants will not let it slip and you will not face the situation that someone who is really suitable to fill the post may apply at the time when you are offering the position to someone else.
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