Therefore, your job posts must be powerful enough to engage the audience and entice the right candidates to apply. Though job advertisement is your marketing pitch to prospective candidates, some recruiters do not reach out to the required talent, despite investing their time and efforts to post online jobs. If you are one of those recruiters, you might be making any of the job posting mistakes discussed below.
Making Trendy Job Titles
We understand you want to reflect the cool image of your company by using trendy job titles, such as Sales Ninja, digital Overlord, or Design Jedi. Honestly, these trendy titles won’t do you any favor when an applicant will search for your open position. Job seekers use keywords to find jobs or to set automated alerts, so these overly fancy titles to post online jobs are of no use here.
Instead, use industry-specific keywords and standard keywords only. Using common phrases in your job titles will assist your job post to get shown higher in search results. This will help you in getting quick responses and further your recruitment process.
Using Insider Jargon
Another common mistake that recruiters make while posting a job is using insider acronyms or jargon that are impossible for an outsider to know or comprehend. If your job requires an applicant with experience in software that has specifically been built for your company, you will never get anything in your bucket.
For instance, instead of writing “Level 2 Customer Care Specialist” which might possibly intimidate a job applicant who doesn’t have any idea how your company operates, just use a ‘Customer Care Specialist’. You should list the requirements for that specific role and leave the distinctions for the later steps of the recruitment.
Not Setting Up Mobile Applications
According to a report, almost 67 percent of job applications were completed using a mobile phone. If your job advertisement is not accepting mobile phone applications in this world of smartphones, you are wasting your time no matter what job board you are using. This means it is imperative to set up your job posts for mobile applications.
If you are using a job posting site, make sure it has a user-friendly mobile app. The app’s user interface should be responsive; it should adapt itself for optimal viewing on different devices, including mobile screens. Conversely, if you are posting on your own site, you need to regulate every step of your recruitment, from readability to application submission.
Creating a Complex Application Process
A complex ad copy or a challenging application submission might put off most job seekers. If people don't get how to submit their CV at first glance, you might significantly lose traffic to your job posts. Along the same line, tons of complicated questions at the time of application submission will intimidate the candidates and they would simply prefer to walk away.
Therefore, eliminate the complexity from your job posts even if you want to add every job detail. Moreover, reduce the assessment questions and choose only those that matter. Similarly, leaving work examples and portfolios for the later stages of the recruitment process also makes sense.
Opting for a Wrong Site
If you ask for just one mistake that can ruin your recruitment experience, it is using the wrong job posting sites to advertise your job. In such a tech-oriented world, finding talent is not a challenge. The right job board will not only let you post online jobs but will also integrate advanced algorithms to suggest the perfect candidate for your open position.
Sophisticated job posting sites, such as Talentprise.com, don't make you wait for your candidates, instead, they leverage their powerful AI capabilities and get the right talent to your doorstep. Talentprise analyzes your job description and candidates’ profile to match only the right candidates that are best fit for your open position, simplifying your recruitment process.
Not Marketing your Job Post
When you post online jobs, they become your marketing pitch to attract potential candidates, therefore, you need to formulate a marketing strategy for your posts. From posting on job boards with significant visibility to advertising your job post on different social media platforms; marketing your job posts will boost your talent acquisition process.
Moreover, some job boards offer paid promotions of your job ads. For instance, Ladders’ job promotion plan will keep your job post on top of search results for 8-weeks. Therefore, make use of these plans to post online jobs for increasing the likelihood of getting far more clients.
Being Too Vague
If your job post lacks clarity, you should revise it as soon as possible. Vague job titles not only put off candidates, but you may also lose out on keyword searches. Therefore, you should add every important detail that your potential candidates would possibly seek.
For instance, remuneration package, location, work type (onsite/remote/hybrid), specific requirements regarding skills or experience, benefits, or any opportunity that may arise from this specific employment.
Using Negative phrases
Some recruiters become exclusive while writing the job description to post online jobs, rather than being inclusive. This gives job seekers a reason to not apply. Phrases like “Need not apply”, “If you lack”, and “Must have 3 years of experience” reflect negative connotations and are strictly discouraged.
Though some criteria need to be met for a specific role, you should pull the strings to find positive ways to deliver your message. To post online jobs, you can use these phrases instead, "the position requires three years of experience” or "Apply if this sounds like you".
Your job post is a make-or-break point for getting the right talent for your company. If you don't make these mistakes when you decide to post online jobs, you'll probably discover a lot more applicants. Choosing the right job board and creating a powerful job post is imperative to get successful in finding high-quality talent.