Thoughts on job postings (and attracting all-star talent) in 2022 and beyond
Posted March 31, 2022
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Digital Sales and Marketing Coach at IMPACT | “All you need is the plan, the road map, and the courage to press on to your destination.”
Every organization needs great people and great leaders. Yet, nearly every company I talk to is experiencing some sort of challenge around hiring and recruiting right now.
“It’s really hard to find great people right now, Zach.”
Trust me, I feel you. Even we at IMPACT have experienced the pain of the “Great Resignation.” It’s not that great people aren’t out there, it’s just taking about 3 times as long to find them.
Fact is, though, it’s high time we all take a closer look at exactly HOW we go about attracting these people - starting with our communication on the front end.
Of course I’m talking….job postings.
Three things we’ve noticed will make a radical difference in both the quality and amount of applicants you attract in your job posting:
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Put a salary range IN the job description. Just like your customers want to have a sense of cost/price before they buy from you, job candidates want an idea of what they are getting into pay-wise as well. Most people are afraid that if they put a range, the candidate will expect the highest amount. However, in most cases, applicants will actually propose coming in at the bottom of the range.
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Include an 80% video from the hiring manager in the description. Very similar to the 80% video strategy you will use for your customers, this will save you a lot of time and help applicants qualify (or disqualify) themselves much faster. Add in the fact that they now see, hear, and know the person they’ll be interviewing with and it’s easy to see why this quickly attracts more candidates.
- You need to be clear about their mission. Lists of responsibilities are not enough, they need to be able to picture themselves doing the work. Talk about why you’re hiring for this position, what success looks like, what problem they’re helping you solve, etc. Remember, people will work for a salary, but they'll devote themselves to a mission.
These are three things that will almost certainly make you stand out and increase your chances of filling those positions with all stars.
What next? If you’ve already mastered these things, the next step is going to be a great careers page and great messaging around your company mission. (Storybrand, anyone?)
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https://www.drive4ats.com/ (80% video on the homepage)
https://www.tunnldata.com/hiring-senior-director-performance-marketing
Even more important than videos from a hiring manager would be videos from employees talking about why they love working there...why they enjoy their job...the positives they see in the culture.
Just as clients have a choice -- to buy from you or the competition -- the best applicants have a choice as well.
I was a high volume recruiter in the casino industry back in the day. I had a job I recruited for that involved physically back-breaking work -- hard count attendant. Those folks refilled slot machines with tokens or coins. The buckets would be unbelievably heavy.
The job was dirty and at the time, needed to be completed within a tight time window.
BUT...they would get paid for an 8-hour day no matter how few hours they worked.
The right person -- a morning person who was typically a weight lifter and sometimes had a steady job that started late in the morning -- was always hard to find.
But when I explained the negatives to the right candidate they got excited about it.
Same is true for when you're hiring for a position facing challenges -- a manager who is going to have to turn a department around for example.
It's important to be honest so you're hiring from a pool of candidates who are jazzed by the challenge not turned off by it.
And if a job is naturally challenging -- customer service rep or any other type of position that may naturally involve dealing with less than happy customers -- I think it's important to not only recognize that but talk about what the organization does to mitigate that emotional stress. (So many companies don't do anything of course which is a whole other problem)