Why Your Job Ad Sucks and You Aren’t Attracting Qualified Talent (part 1 of 3)
Is this happening at your company?
·The majority of applicants are NOT quality applicants…
·You are spending MORE time reviewing crappy resumes than you’d like…
·You are beginning to wonder if there are ANY GOOD people out there…
Here is the great news…
The best practices in the hiring process start with creating an effective job description. A simple shift in yourjobdescription/job ad can dramatically alter the results you’re seeing, from 5%-10% of your applicant pool being quality to 50% or more!
…should we continue?
LOOK AT THIS JOB AD:
POSITION SUMMARY: Business Development Manager (BDM) will identify and develop opportunities to strengthen and expand client base, driving revenue by identifying prospects with which can forge a successful, long-term partnership.
DUTIES AND RESPONSIBILITIES:
·Understand ideal client base, and focuses business development efforts accordingly
·Drive top line revenue for the branch; supports efforts to effectively manage bottom line
·Comprehend financial concepts; P&L, rate of taxation, labor burden, etc.
·Align prospective clients with the branch business unit through a consultative approach
·Clearly communicate value and expectations to clients and peers
How would you rate this job ad for being an “exciting, compelling opportunity”, on a scale from 1-5?
1 = I can’t even finish reading this, BORING!
5 = hmmm, this sounds interesting, I want to know more and I may even consider leaving myjobfor this.
On average when we ask companies to rate thisjobad, the average rating is 2 out of 5! Interesting… because that is what mostjobads out there look like, right?
The problem with most job ads, like the one above is they read more like a BORING job rather than an opportunity.
We see most companies hire the people who are available today, with the most years of experience and the right “skills.” But then they scratch their heads when that hire ends up average or maybe even terrible.
HERE ARE THE KEY TAKEAWAYS OF PART 1:
A change in your job description/job ad can increase your applicant pool by 50% MORE qualified candidates.
Most job descriptions are generic, BORING and vague – and sound more like a job rather than an opportunity.
Most companies hire based off degree, skills and experience – and many of those hires end up average to poor performers.
Changing a job description/job ad will have a dramatic impacton the quality of candidates who apply.
Stay tuned for PART 2 of our 3 part series and you will learn
that the tips we share on how to attract better candidates are SIMPLE.
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We are a leading Talent Strategy Consulting firm specializing in talent management, hiring processes, exit strategy planning, recruiting solutions and employee retention programs. We also have a California executive search recruiting division finding top sales, business development, marketing and operations talent. We love helping companies connect their business strategy to their talent needs.
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