Remember that the foundation of an effective job posting includes an accurate job description and complete understanding of the hiring manager’s staffing needs. Therefore, before you post a job vacancy, review the job requirements with the hiring manager. Learn what the hiring manager wants in terms of functional expertise, core competencies and professional traits. Also, ask the hiring manager about staffing projections to determine how many job openings you need to fill.
Outside of HR staff, many hiring managers and staff aren’t comfortable with interviewing because they don’t have occasion to conduct many interviews during their careers. As a recruiter or employment specialist, be mindful of their relative inexperience and lack of knowledge concerning interviews. Prepare an interview guide for new supervisors and managers who aren’t familiar with the hiring process. It will streamline the interview and selection process and improve the efficiency of HR functions related to new-hire activities.
Two important factors about recruiting are that you’re a salesperson for the organization and that your personality matters. Your job is to sell candidates on the benefits of working for your company. Therefore, when you post job vacancies, highlight the advantages of the job — health benefits, competitive pay, flexible work schedules, incentives and bonuses. Keep in mind that other companies use the same sales tactic to attract qualified applicants, so create a job posting that convinces the applicant to apply for a job with your organization. In addition, establishing a connection with applicants may very well help your organization in the long run.
Recent graduates comprise a talent pool waiting for the opportunity to embark upon a professional career. Organize college and university recruiting events to tap this market. Consider providing internship and mentoring opportunities to students and young professionals as a way to start their career development. Remember to contact professional associations that have student members ready to enter the workforce. Your organization stands to benefit from the enthusiastic and eager approach of students when they connect with an organization that will support their development.
Remember that job descriptions don’t always work with passive candidates, although passive candidates generally want to know enough about the job before they’ll spend time talking to you. Passive candidates are a goldmine your organization can’t afford to pass up. However, your approach with passive candidates has to be measured and strategic. Convincing someone who already has a job to consider exploring opportunities with your organization will require a little more effort and a persuasive approach.