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9 tips for recruiting employees, according to hiring experts

9 tips for recruiting employees, according to hiring experts
Written by publisher team

Wanted: worthwhile interviews and amazing candidates for your new job posting.

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After the “Great Resignation,” many businesses are now looking for fill roles, ranging from top-level management positions to the entry-level employees that keep the company running smoothly. But how do you post a successful job application on an online job board such as ZipRecruiter, that both stands out from the crowd and reaches the type of audience you need?

We spoke with hiring and recruiting experts from top management consulting firms like Robert Half Talent Solutions and organizations like the American Staffing Association to get their top tips when looking to post an online job and attract the best candidates for your growing company.

1. Start with the title

A woman in a black suit and white shirt stands and smiles with her arms folded in an office setting
Dawn Fay, Senior District President for Robert Half in New York gave us her top tricks and tips for posting the best job and getting the best applicants.
David Beyda / DB PHotography Stu

This may seem easy, but coming up with a title is one of the most important parts of a job posting, as it will be what candidates search for right off the bat. Keep the title specific and in universal language — so that the potential employee knows what this job will entail, without having to know any internal company jargon beforehand.

“When people are searching for jobs, they will most often do it by title,” said Dawn Fay, Senior District President at Robert Half, in an interview with the Post. “People looking for jobs tend to use that sort of title or descriptor more so than everything else.”

2. Keep the language universal and jargon-free

As we touched on in the title, the rest of your posting should also be easy to understand from an outsider’s point of view. Keep your language simple and descriptive, making sure that no company slang is used that may confuse the reader and potential employee. For example, if you call all your senior staff “S2” members, consider using other terminology, like “senior staff member” or “second year staff,” instead.

“One thing I think is important for companies to realize is that if they have any kind of different internal language and internal titles, to probably not use those and instead think about how that translates to the more general public,” advised Fay. “Translate to universal language and you will cast a wider net and get more people applying to your post.”

3. Have a clear understanding of the job requirements

A headshot of a man named Richard Wahlquist
Richard Wahlquist, President and CEO of the American Staffing Association, spoke to the Post about his tips and tricks in posting the best job application.
Richard Wahlquist

Let’s cut to the chase. When first thinking about your job posting, make sure you take a moment to really narrow down what exactly the applicant will be doing and the skills needed to do that job. Richard Wahlquist, American Staffing Association President and CEO says this is the first thing he does when creating a new posting, taking care to lay out the needed skills and then addressing other things afterward.

“Have a clear understanding of the absolute requirements needed by your candidate,” Wahlquist said in an interview with the Post. “In the past, we have overloaded our job posting with all sorts of requirements that aren’t necessarily tied to the job, but it’s the way we’ve always done things.”

4. Less may be more when it comes to the skill sections

“To cast a wider net, less is more,” said Fay, and in this case, we couldn’t agree more. This also ties in to the point made by Wahlquist above, noting that littering your job posting with excess skills may actually be a deterrent for candidates.

Fay suggests keeping the skill section neat and tidy, only listing the must-have skills and leaving some of the negotiable ones out for now, as you’d never want to scare off a potential employee who may end up being perfect for the job.

“Sometimes people list too many things and applicants will think, ‘oh, I don’t have that and I don’t have that’ and they will almost screen themselves out if there are too many things there,” Fay explained. “It is important to include the core skills and core competencies that are must-haves, but all the other things that are nice to have, maybe list them in another way.”

5. Put yourself in the applicant’s shoes

A person's hands typing on a laptop with a ZipRecruiter tab open to post a job

“What would entice someone to apply to this ad? Why would someone want this job? What is in this for the person applying for the job?” Ask Fay.

Not only is a job posting for the employer to find the best candidate, but you also want to make sure that the new employee is excited to work with you and will get the most out of their new position. Fay suggests including information on what the employee may receive at this position, be it room for advancement, learning and development opportunities and other perks.

“Always take a minute and look through the lens of who is applying. Include what you have to offer and not just what you’re looking for, so it’s a two-way street,” added Fay.

6. Get creative

“It is a candidate’s market, with 11 million job openings and fewer than seven million people who report that they are actively seeking work, you have to find a way to distinguish your posting from everyone else’s,” Wahlquist said.

To do this, he suggested a few tips and tactics, including using fun, provocative language in the posting or email to get candidates to read on and offering incentives like ongoing professional development and flexibility — two more things that employees in 2022 are very much looking for in new jobs

7. But also avoid spam trigger words

As a counterpoint to the advice above, Wahlquist also wants to be sure that your postings aren’t being flagged as spam. Be as creative as you’d like, but it’s also important to take a look at lists of spam filter’s trigger words, as a job email in someone’s trash or spam folder won’t do you very much good.

“These words can be counterintuitive,” explained Wahlquist. “Like ‘make money,’ ‘earn dollars,’ and also avoiding using the caps button too often or too many exclamation points.”

8. Cast your net even farther in the era of remote working

A woman at a computer sits on a Zoom call with others on the screen
Getty Images

Gone are the days where companies are bound by geographic locations for hiring, all thanks to modern technology and the work-from-home wave brought on by the ongoing pandemic. There could be a silver lining learned from COVID-19, as now the hiring pool has turned into a hiring ocean, eliminating the need for some companies to only look within their region.

“This has allowed employers to look for talent farther away from their job sites,” said Fay, of the work-from-home era. “It has increased the talent pool and the job potentials for people and [individuals] are now looking for the remote and hybrid words in there.”

9. Do your research when it comes to pay

Getting into the nitty gritty, while perks and personal development are definitely needed, compensation is a key factor in an applicant’s search for a new position.

Wahlquist suggests deeply researching the market when it comes time to list the salary for your new posting, looking at other similar positions from other employers, as well as the market itself.

“Pay makes a difference,” he said. “Perhaps before you even think about posting, make sure we understand what the marketplace is paying. Make sure you have good, current data on what others are paying to attract talent.”

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