You’re looking for “passionate employees,” offer “competitive compensation” and provide “tremendous opportunities for growth.”
So does every other company out there. In fact, as one of the leading staffing agencies in Culpeper – and Central Virginia, Adams & Garth knows if you’re including these kinds of statements in your job ads, then the top talent out there won’t be able to tell you apart from your competition. In addition, when you write generic job ads, you attract generic job candidates.
How can you write better job ads – ones that don’t sound like everyone else’s? Here are some tips to help you:
Ask Yourself These Questions
Too often, job postings focus on a laundry list of duties and responsibilities. But if you’re hiring an administrative assistant, for instance, then qualified candidates already know what an administrative assistant does. Don’t focus solely on duties. Instead, before you begin writing the job posting, ask yourself a few questions:
- What business problem will the right candidate help us solve?
- How will we measure their success?
- Why would someone want this job?
Answer these questions – and craft your job posting around your responses and it will be much easier to attract ideal candidates.
Be Precise in Your Language
You don’t want to get bombarded with resumes from people who simply aren’t qualified for the job. Otherwise, you’ll spend hours wading through candidates who aren’t a good fit.
To avoid this, you need to be as precise as possible in your language. If you need a financial planner with a CFP designation and experience working with teachers, then don’t simply state you need someone who “knows financial planning.” Precision takes a little more work on the front end, but the final result is you’ll cut down on the number of applications you get from unqualified candidates.
Focus on Attitude
A candidate can have strong skills and extensive experience, but if they don’t have the right attitude for your culture, they’re not going to be successful. So think about the hard and soft skills your top performers share. Are they independent thinkers or highly collaborative? Do they love risk taking and adventure, or focus more on certainty and security? Do they seek recognition for their work, or do they like to avoid the limelight?
For instance, if you need to hire a new manager, rather than saying you’re looking for “candidates with management experience,” instead consider: “We’re looking for a candidate with an educator’s heart, one that can not only manage their team members, but coach and mentor them as well.”
If that doesn’t sound good to a candidate, then they won’t apply. For you, that means less time focused on the wrong people and more time to find high performers that are a fit for your culture.
Need more help attracting high quality candidates? Call Adams & Garth. As one of the leading staffing agencies in Culpeper – and Central Virginia, we can connect you with top talent in and around the area. Contact us today to learn more.