If you’re not getting the responses you want to your job listings, it might be because you’re using some of these red-flag phrases. Here’s what to know.
Job listings are intended to sell candidates on open positions as well as the companies offering them. They represent the first point of contact with potential team members and speak volumes about what they can expect.
As crucial as they are, though, few companies take the time to craft a help wanted ad that will draw in the types of top-quality talent that’s needed. Some employers are even unknowingly sabotaging their hiring efforts with the language they use in their job listings. There are specific red flags that candidates look for that many hiring managers don’t even realize they’re using.
Here are the most common red-flag mistakes employers make in their job listings and how to fix them.
Long-term listings
Job seekers notice if a posting has been listed for months or when they keep recurring. This can make them wonder if there is a problem with the role that causes high turnover. Many quality candidates will not want to throw their hats in the ring if the job is perceived as a high-turnover position, even if there is a good reason as to why. Address these matters in your posting to alleviate concerns and encourage job seekers to apply.
No salary listed
When employers skip the salary range in the job listing, it makes candidates think they aren’t confident enough to publish it. The truth is, salary is the most essential factor of effective job placement ads. The phrase “competitive salary” isn’t going to cut it anymore. Job seekers are aware that competitive salaries are subjective and prefer to have hard numbers up front or you’ll lose their interest.
Cutesy job titles
Employers have long given more intriguing names to jobs that are notoriously hard to hire for, but this tactic can chase away great talent. People searching for jobs in human resources typically overlook titles such as Chief Happiness Officer, which sounds like a lower-level position to someone with experience in the field.
Instead, stick to basic titles so everyone is clear on the opportunity. Some companies have these nicknames built into their cultures. While there’s merit to a whimsical company culture, these types of names should be kept out of the application process.
Fast-paced environments
Describing your company culture as fast-paced typically translates to “high stress.” It’s assumed that businesses today will be fast-paced. To assert it in the job listing alludes there may be more than meets the eye. Consider finding a better way to describe it, such as being a “motivated or driven team.” It’s vital to say what you mean. If “fast-paced” means a “70-hour workweek,” say that. Some candidates are searching for that kind of hustle.
Faxes and cover letters
Asking for cover letters is largely a thing of the past. It simply regurgitates the resume information and is fast becoming a relic of the job-hunting days of yore. Replace the cover letter with answers to specific interview questions that can help you narrow down your candidates from the start. Another way to seem out of the loop is to ask for anything to be faxed. No one wants to work for a company that is woefully behind the times and piling on unnecessary work to make up for it.
Asking for sensitive information
It can seem suspicious to ask for a Social Security number or something similar in the initial application, especially to safety-conscious jobseekers. Staying safe online is vital in the modern world, and giving out vital information is something people take very seriously. Asking for information too soon can thus seem shady.
Experience levels
Insisting someone have 10 years of experience or a higher level of education to apply could severely limit your talent pool. Many employers and job seekers alike are forgoing the requirement of experience, especially. Most college graduates are equipped with what it takes to run major companies, and many become CEOs of their own. New graduates and experienced candidates thus often avoid job listings with required experience levels.
A long list of responsibilities
A posting that includes a long list of job duties can be a sign of micromanagement issues. Most job listings list the major skills necessary, as well as a few soft skills that a good candidate should have, but should not fully expose every responsibility that might be part of the role. Jobseekers know that if the description of responsibilities is overwhelming, the job could be, too.
The modern business terrain is unlike anything previously experienced, and the rules are rapidly changing. Avoiding salary specifics and asking for personal information too early aren’t acceptable hiring practices anymore. To get the best talent for your positions, you’ll need to know how to get their attention in your job listings.
Get help targeting your job listings
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