Job posting can be a hassle. You know the kind of person you want at your company and what you want them to do. You have a picture in your mind’s eye, and it’s perfect. But when you sit down to write out the responsibilities, requirements, and qualifications for the job, something happens: suddenly, the job ad you’ve written doesn’t feel like a proper representation of the job you’re hiring for.
In today’s competitive job market, all employers and recruiters are clamoring for the best talent for their organizations - but are finding trouble communicating to these candidates. They need to show talented individuals that they are the company of their dreams, but are limited to do so through job postings. How can companies express themselves and draw top talent in through job descriptions? It’s plain and simple - they must get creative, get to the point and use these tips:
Why are organizations and candidates having such a difficult time trying to find the right fit during the hiring process? Does it have to do with how candidates are interviewed? Or does it begin the moment organizations publish their job postings? Perhaps organizations and candidates are just not seeing eye-to-eye when it comes to credentials.
Apparently, only 17 percent of job seekers have the skills and traits that hiring managers seek. And 58 percent of job seekers believe they should rely on their own job experience during their job search. This disparity presents a difficult challenge when it comes to finding talent. If job descriptions are written with the intentions of hiring qualified talent then why are there such high employee turnover rates?