As a business owner, you know the value of your company. You know what you have to offer, and any employee should be happy to come and work for you. But then, why are your job postings saturated with applicants that don’t really fit the bill? Or, worse: why do you have next to no applicants at all?
Chances are, your postings are either too vague, unoptimized, or simply don’t sell that your business is the place top talent wants to work. How do you truly attract the top talent you desire, without creating job postings that over sensationalize or over-promise?
Don’t worry, itec group has you covered.
We’re some of the leading experts in finding the right employees for the job, which means we know what high-calibre candidates actually look for when sifting through a sea of job postings.
Let’s explore together.
List Salary & Benefits
We understand that it can be tempting not to include compensation in your job posting; after all, you don't know what your candidate brings to the table, and you want to leave room for negotiation.
Why do businesses avoid listing salaries? A few reasons. One, because of fear that top talent won't find the compensation high enough; and two, out of fear that top talent will ask for the highest compensation listed.
A Gartner study showed that nearly half of the 3,500 applicants who participated in the survey (44%) skipped past job postings that didn't list salary information. This is because candidates want to save time by avoiding several rounds of interviews, only to discover the job doesn't meet their pay expectations.
Listing your company’s benefits is also a good hook to top talent, who are going to value companies that offer benefits over those that don’t. Some of the benefits they look out for include:
Health and Dental Coverage
Registered Retirement Savings Plans (RRSP)
Paid Time Off and Flexible Vacation Policies
Professional Development Opportunities
Wellness Programs
Parental and Family Benefits
Life insurance
Clearly Define Work Responsibilities & Qualifications
If you treat your job posting like a shoe that will eventually fit the right person, we'd like to remind you that business isn't a fairytale. Unlike Cinderella, top talent doesn't have time to go through every vague job listing just to find out if they're over- or under-qualified.
Not only this, but you also don't want to flip through pages and pages of resumes that don't remotely contain the qualifications you're looking for. You have to optimize job postings is the best way to make sure no one feels their time is wasted.
Make sure the day-to-day responsibilities are clearly defined, so potential employees can have a picture of what their workday is going to look like. If the position needs to be flexible (AKA, taking on additional hours or responsibilities), here are some ways you can communicate this without ‘scaring off’ applicants:
Instead of saying: “Your position may include additional work hours and responsibilities outside of your defined role.”
You can say: “You’ll have the chance to contribute outside your defined role, including occasional additional work hours with pay.”
By positioning the phrasing in a way that invites compensation and opportunity, you can make sure employees are fully prepared for the scope of the role. This allows top talent to fully trust your business and appreciate your transparency.
Example
Having clear and defined role expectations ensures you receive candidates who have the proper capacity to fully commit to the job.
For example, a highly skilled professional who has young children may work better with strictly defined working hours, whereas an experienced graduate could be open to extended hours and new responsibilities.
Communicate Opportunities for Growth
Candidates highly value professional development and the chance to learn new skills, with 33% of LinkedIn users citing professional development as one of the major considerations when it comes to pursuing a job offer.
Think about it: top candidates are at the top for a reason. They like to climb the ladder; they work on their professional skills so they can get closer and closer to new career milestones. By including opportunities for career growth in your job listing, you are more likely to pull in those star candidates.
Here are some candidate-friendly ways to write “opportunity for growth” in your optimized job posting:
“Room to grow and advancement within the company.”
“Clear paths for professional development and promotion.”
“Opportunities to build your career and take on new challenges.”
“Support for learning and growth as you advance in your role.”
“Growth opportunities available to the right candidate.”
“Your role is never limited in our company.”
Etc.
Letting candidates know that hard work pays off inspires them not only to apply but to do their absolute best at your company.
Work from Home & Work Flexibility
In a highly competitive job market, flexibility is king when it comes to drawing in top talent. According to a report by Future Forum, 72% of employees reported preferring a hybrid remote-office model, while 93% of knowledge workers reported wanting flexible work hours.
While it’s understandable that not every job can be done from home, providing even a couple of days out of the office still improves your chances of attracting desirable talent. You can do this in a few ways:
Hybrid Scheduling: You can assign specific days for on-site work, allowing team members to choose one or two days a week (or a month, depending on your industry) to work remotely.
Performance-Based Flexibility: If you’re worried about productivity, offering performance-based flexibility allows staff the opportunity to earn flexible work-from-home days based entirely on their work.
Manager-Approved Flex Days: Allow your team to put in requests for flex days and have them approved based on workload and coverage.
Rotational Remote Days: Rotate remote days each week to allow everyone to take turns. This ensures fairness and also ensures the right staff are on-site as needed.
Occasional Remote Fridays/Mondays: Just like a long weekend (in this case, you’re still working), allowing the occasional remote Friday/Monday could be a great refresher for your team.
Task-Based Remote Work: As it sounds, if a task is easy or can be more efficiently completed from home, these days can be permitted. For example, a focus-based task could be easier to complete at home compared to a bustling office.
- Wellness & Personal Appointments: Allow remote days when team members have personal obligations, as well as days that support their well-being.
This could include when their children are sick, they themselves are sick, or for other personal reasons, to ensure wellness.
Craft Mobile-Friendly Layouts
Many job postings these days are viewed online, so you need to make sure that each one is optimized for its respective platform. Make sure you use bold, easy-to-read text and structure the job posting in an appealing way. That means avoiding huge walls of text and making the most important information easy to scan on mobile screens. Remember, accessibility matters too. Designing postings that meet AODA (Accessibility for Ontarians with Disabilities Act) standards ensures your content is usable for all applicants.
Keep the most important information in the beginning (also known as the “hook”). Don’t be afraid to use bullet points to break up the post and highlight other important information. You wouldn’t want a potential candidate to scroll away.
Also, publish posts to responsive job boards, such as LinkedIn, Indeed, etc. You should also test to make sure that your post appears mobile-friendly by reviewing how the layout looks on several screens. For example, iPhone or iOS.
Promote Your Company’s Culture
The best of the best want to work for the best of the best and that means a company with a unique and attractive culture. While your job posting doesn’t have to be a long-winded bragging session, you shouldn’t downplay your company either. As a central part of the job posting (after you highlight responsibilities, compensation, etc.), also highlight the benefits of your company culture:
An inclusive and supportive environment.
A place where career growth is celebrated.
Company events and career workshops.
Yearly holiday parties, raffles, and more!
A place that supports work-life balance.
Chances for collaboration & teamwork.
A culture that aligns with your purpose and values
Trust and autonomy are top of mind!
Etc.
You’re not just seeking a top employee; your top employee is seeking your business, too. Draw them in by showing them what your company’s culture has to offer, and be sure not to sell yourself short.
Itec group has the Solutions
At itec group, we specialize in connecting top talent with opportunities in Advanced Manufacturing, Engineering, Skilled Trades, and Industrial Management, helping businesses and professionals grow together. With our expertise, we help businesses connect with the professionals who not only best serve the needs of the company but also love the job they do.
Don’t hesitate, contact itec group today and let us match you with the top talent of your industry.
