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We have moved to Wordpress! Posted by Jason Links to this post The Recruiting Front Lines has evolved. At the beginning of the year, I changed jobs within my company, moving away from Outreach and Education, and into my new role as Director of Business Development. While I remain closely involved with our field activity, I am now more focused on strategic partnerships, social media, and the world of internet recruitment resources. As I have made this change, the focus of my blog content has also changed. Recently, I began to feel that many of the ideas I had for blog posts would not fit within the framework of The Recruiting Front Lines. This was a cause of some frustration, as I felt that I was either misrepresenting my content with the title of my blog, or that I was stifling my writing because I felt it didn't fit. To rectify this situation, I have created a new blog home, now on WordPress. I am still ironing out the wrinkles, but feel that it is far enough along that I can move all my past content, and begin posting all new content, at the new address. I would like to formally welcome everyone to come check out my new home at I can't wait to hear what you think! Best Regards, and Thank you for your time and attention over the past 18 months. Jason

Jun 3, 2009

Two Sentence Job Ads Online?!

As a director with the leading online recruitment resources in New England, I've reviewed literally thousands of job postings over the past five years. While the use of internet resources, such as JobsInME, has become the norm across the country, both in urban areas and rural, many people writing the ads are still writing for print. That is, they are using abbreviations, are condensing their sentences, and (apparently) trying to conserve space.

The newspapers had been training advertisers toward this behavior for the past 100 years, rewarding them with cheaper advertising for taking up less space. As they say, old habits die hard. If your company is currently hiring, go online and take a look. If the ad is any shorter than 10 sentences (or the equivelant with bullet points), you need to rethink your strategy. Online resources give employers unlimited space and formatting options to put their best face forward in hopes of attracting the best possible candidate for every position. Regardless of what title or pay grade you're trying to fill, making better hiring decisions affects productivity and therefore your profitability.

When you take a look at your company's job postings, remember this one point: On AVERAGE, a job seeker will review 5-7 postings per visit to a job board, and spend less than one minute per posting. Just because you've posted your means neither that everyone looking will click on it, nor that those who do will care enough to apply. Here's a simple test to assess your posting's curb appeal:
  • Perform a search using the category you're hiring for, or similar key words.
  • Compare your job title to all the others. If you were to only open 5 postings, would you be compelled to open yours?
  • Next, print off 5-7 job postings for similar jobs and lay them down on your desk next to each other.
  • If you were a highly qualified candidate- very likely currently employed elsewhere and just looking to see what was out there- which job postings would you be most likely to apply to? (Read that as, "which job postings are you most likely to polish up your resume for, lie to your boss and use your paid time off to interview for?")

If your company's job postings don't jump off the table as the best opportunities available, you have room for improvement. There are lots of ways to make a job ad better, but the first step is to do away with the habits of the past. Spend the time to craft a job advertisement worthy of the time and attention of the best available talent. Remember, Talent Acquisition applies to every single job in your organization. Take the time to show your audience that you care about the quality of your next hire, and you'll see the quality of your candidates increase.


Matthew said...

Agreed, with its short message and limited ability to hold one’s attention span short message services such as Twitter have difficulty providing a effective level of persistence online. There is no doubt it will play a role in the world of social networking and hiring, but a major shortcoming is the lack of information being conveyed and staying presence.

Read more about Twitter's major limitation in advertising & sourcing and how to use it effectively at the following URL:

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