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What Employers Must Know When Drug Screening Applicants

What Employers Must Know When Drug Screening Applicants

Did you know that the percentage of US employees testing positive for drugs has increased over the past 2 years? This includes an increase in usage across nearly all workforce categories and drug test specimen types, according to Quest Diagnostics. Drug screening is...

Why Every Job Posting Must Be Part of a Comprehensive Recruitment Strategy Plan

by | Oct 3, 2019 | Recruitment

Why Every Job Posting Must Be Part of a Comprehensive Recruitment Strategy Plan

It’s understandable why recruiters or hiring managers fall into the habit of posting job descriptions the minute a position becomes vacant. Having a position to fill causes anxiety: There’s more pressure on the rest of the team to pick up the slack, and there’s no telling how long it’ll take to replace the exiting employee, let alone how long it’ll take to train the replacement and get him or her up to speed. Slapping a job description onto Indeed.com feels like a quick win.

The problem with this often-practiced strategy is that it’s not a strategy at all. Rather, this knee-jerk reaction could be negatively affecting your organization – and you don’t even realize it. There is so much more that goes into a job posting than meets the eye, and we’re going to dive into exactly why it’s important that every job posting is part of a comprehensive recruitment strategy plan.

Comprehensive Recruitment Strategy

Having a comprehensive recruitment strategy combines best practices with a clear plan. Having a clear plan is what puts you on the path to becoming or remaining an employer of choice and to attracting the best talent. Here are some of the key elements to consider when thinking about how your job postings are so critical to a solid recruitment strategy.

Assess Your Needs Before You Post

When someone turns in their resignation, it’s oftentimes cause for stress if not full-on panic. But what if we reframed those two-week notices into opportunities?

Rather than dusting off that person’s job description and posting it to a job board, what if you asked a few questions instead, such as: Does this position actually need to be filled? Is the work able to be absorbed by the team fairly easily? Does this exit mean that another person could add some desired responsibilities to their plate? Can the work be delegated throughout the team, or is it time to promote from within and hire someone more entry-level instead? Would your team or organization be better served by putting a contractor or freelancer in this position, or is it time to level-up? Are you in a position to add some more advanced experience and skills to the team?

Part of a comprehensive recruitment strategy plan means knowing your team goals and how they fit into the larger goals of the organization.  Before you replace or add talent, be clear about where you’re headed.

Think about your Ideal Candidate

We commonly replace the person who leaves a position with the closest replacement match we can find. This is often a mistake on many levels, because it means we might miss out on diverse skill sets. Rather, try assessing your needs from a broader perspective. When you’re thinking about what you’re looking for, consider not just your ideal candidate for now, but for where you’re also headed a few years from now. You want to find someone who is a match for what the position requires immediately, but who also has the skills, drive, curiosity, ambition and goals to stick with you into the future.

Job Descriptions Are Marketing Pieces

You’re probably starting to hear more about how recruiters are beginning to think of their work in the same way that marketing approaches theirs. One of the many ways that this is true is in thinking of job descriptions as marketing pieces.

In the same way that you wouldn’t send out the same stale, bland marketing pieces over and over to your clients, you shouldn’t do that with your job descriptions. What about shaking it up a little? Use this opportunity to get creative. Try unique fonts and colors, use infographics and get away from stuffy, corporate language. Also, remember to consider what it is that candidates want to hear. Address their pain points in the same way you would a customer. You have free parking and flexible scheduling? Let’s include that. The bottom line is that you need