A bad job posting can steal a person’s hope — and cause a slew of expensive consequences, Kat Kibben, founder of Three Ears Media, a recruiting and job post consulting firm, said during a SHRM Inclusion session Oct. 31.
Unfortunately for employers, bad job postings are entirely too common, they said (to the agreement of the audience), which not only wastes employers’ money but may in the long run prompt people to quit and recruiters to lose trust with their hiring managers.
In other words, employers that don’t think twice about their job postings may be leaving a lot of value on the table, Kibben noted.
“When you think about the elements of branding, the key marketing materials that people see that represent who you are as an organization, you get one career site. One email automation stream,” they said. “But do you know what you get hundreds of? Job postings.”
That means nailing the job posting is critical to success across the board — and Kibben explained four key steps recruiters can take to ensure their postings land with the right talent.
Recruiters can hamstring themselves early on by serving as an “order taker” to hiring managers rather than a true partner in the hiring process.
“Intake meetings are not optional,” Kibben said, “No matter what, this must be collaborative and you must work on it together.”
Explain to managers what the hiring process looks like. How long will it take to see a candidate? What are the benchmarks? Where will the posts be posted and for how long? How do interviews happen? And what should a hiring manager do if they meet the candidate they know they want?
“You want them to see you as a hiring expert,” Kibben said, and answering those questions can go a long way in building that powerful rapport.
Job titles for postings can be a tricky topic, Kibben noted, but the key for recruiters is to get a job posting in front of the right eyeballs. Hiring managers may feel tied to what the job would be called internally but, during the recruitment process, an external-facing job title can help pull in the right applicants, they explained.
But how does a recruiter find that proper job title? Turn to Google, plug in the job title and the word “resume” and see what comes up. Pick three, then compare the traffic each title receives in Google Trends. And then bring that report to the intake meeting, Kibben said.
Hiring managers may be a little spooked by what they see in this report, so it is imperative that recruiters walk them through it, step by step. Emphasize why the marketing job title may be different, Kibben said.
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