Adams & Garth Blog

Ever post a job then get flooded with dozens of resumes from inexperienced job candidates in Lynchburg and throughout Central Virginia? Most managers have experienced this scenario a time or two. So how can you craft a job posting that encourages people with the right kind of experience to apply?

Here are some tips:

Tip #1: Use well-known and familiar job titles.

Use job titles that a candidate will recognize so they can easily find your position when performing a search for jobs in Lynchburg and throughout Central Virginia. Candidates can be confused or misled by unclear job titles, so it’s best to be as specific as possible, such as:

Director of Human Resources
Bookkeeper
Administrative Assistant

Tip #2: Command attention with a targeted headline.

Create a job posting with an interesting headline that will grab the attention of high quality candidates. Your headline should make a candidate want to know more about your company, and ultimately, respond to your job posting. Here’s an example:

Join a Lynchburg, VA company recognized by Fortune magazine as one of the fastest growing manufacturing firms in the nation.

Tip #3: Be brief and straightforward.

A job listing that’s 2,000 words long and filled with minutiae is simply going to frustrate candidates. Instead, be as clear and concise as possible, using simple sentence structure and punctuation.

Tip #4: Avoid exaggerated language.

Using some descriptive wording is fine, but don’t go overboard and excessively use industry buzzwords, or worse yet, misrepresent your company. Candidates will be able to see through this kind of language and will be turned off by it.

Tip #5: Include a clear call to action.

This sounds like a no-brainer, but too often postings will include multiple ways to apply for a job, like an email address, an Apply Now button, a link to the company website, a mailing address, and a fax number. This can lead to confusion; in fact, the less options, the better. Including a simple “Apply Now” or “Apply Online” button is completely acceptable. If the posting is in print, then include an email address and mailing address.

Tip #6: Use a template for all your job postings.

Using a template for all of your job postings is a good way to keep it simple. Be sure to include the following information for each posting:

• Job title
• Brief description of your company
• Job responsibilities
• Required credentials
• Application instructions
• Call to action

Tip #7: Format your job posting.

Use subheads and bullet points to highlight key points and to break up the copy in your posting, making it easier for candidates to skim quickly.

If you need additional help writing your job postings, or you’d like to outsource this task to a professional staffing agency serving Lynchburg and Central Virginia, please contact Adams & Garth. We can craft job postings that will entice the most qualified candidates for your position. We can also screen, interview and help you hire top performers. Contact Adams & Garth. We can help!

There are perfectionists, pragmatists, artists, loud mouths, schmoozers, and drama queens. With so many different types of personalities at work, how can you effectively manage all of them to form one cohesive staff?

Through our experience running a staffing agency in Lynchburg, VA, we’ve come to realize that each of these personalities generally falls into one of two categories – introvert or extrovert. And how you manage each can make a big difference in building a winning team.

The Introvert

Simply put, an introvert is someone who is energized by being alone, rather than by other people. They tend to be more reserved and less outgoing. Social situations tend to drain introverts, even if they have good social skills, and they will need time to recharge afterwards.

Introverts prefer to concentrate on a single activity at a time and like to observe situations before they participate. Introverts are also more detail oriented and excel at handling tasks on their own, rather than as part of a group.

The Extrovert

In contrast, an extrovert is the kind of person who is energized by other people. Extroverts tend to get bored when they’re alone or don’t have someone to talk with. When given a choice, an extrovert would much rather be interacting with a big group of people, rather than sitting alone at their desk.

Extroverts tend to think as they speak and are often at their best when talking with others. They are gregarious, assertive, and are generally risk takers. They often show visible leadership abilities.

How to Manage the Two

These two personality types actually balance each other out very nicely, if you know how to properly manage them.

For example, while meetings are an integral part of any company, both personalities react completely different to them. Introverts generally need sufficient time to research and prepare for meetings, which are more draining and stressful for them. Extroverts, on the other hand, are energized by meetings and view them as a forum for discussion and problem solving.

As a manager, you need to meet the needs of both groups. So, before meetings, be sure to hand out any written information, like an agenda or discussion questions. This allows introverts time to prepare and feel more comfortable coming to the table. Extroverts will also feel more energized by the contributions and interaction offered by the introverts.

Here are some other tips for managing the two personality types:

• Introverts tend to like to do things on their own. So hand off projects to them for which they can take full responsibility.

• If you need an introvert to travel, ask them whether they would prefer to do so alone or with a colleague.

• Introverts tend to be perfectionists and prefer to take more time with projects. Encourage them to not think too much about every single detail before moving forward; also be sure to give them consistent feedback about their performance.

• Extroverts do well in social situations, so make sure their role at your company includes lots of interaction.

• Though extroverts can be followers, they tend to excel in leadership positions.

• Although they display much confidence in their decisions, don’t assume the extrovert is always right. Details are not their strong suit.

When it comes to successful management, taking different personalities into account is critically important. But by nurturing the strengths of these two personality types, you can ultimately increase performance and harmony—and build a stronger team.