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9/10/2019 |
Insights |
Job Ads That Attract Superstar Candidates |
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Job Ads That Attract Superstar Candidates The first step to hiring a rockstar employee is to write a job ad that attracts the attention of top candidates. But there are some hidden traps strewn along the path when it comes to crafting the perfect job ad. The following guidance comes from CEDR’s newly updated Hiring Guide. Download the full version for more examples, infographics, hiring tools, and additional guidance that can help you find and hire employees that add to your company and its culture. When looking to fill an open position at your practice, you’re competing with every other business for the best candidates on the job market. Wow your top prospects and reel them in for an interview with help from the perfect job ad! STEP ONE: DEFINE WHAT YOU’RE LOOKING FOR Update Your Job Description: The best job ads are built on the foundation of a great job description. Look closely at the description of the position you’re trying to fill and update it with the most critical skills and qualities you’d like to see in a candidate. Make a List of Positive Qualities: List the attributes you want your new hire to exhibit so that they are clear in your mind when you sit down to write your ad. Tie those qualities to specific job duties: if the position involves answering phones, for example, list out the qualities that make for a great interaction on the phone (friendly, attentive listener, articulate, etc.). Know What You Aren’t Looking For: If the last person in the position left you feeling negatively for any particular reason, be clear about the opposing qualities you’d like to see in your next hire. For instance, if the last employee was frequently tardy or absent, include that the next person should be “consistently punctual and reliable.” (Note: Download CEDR’s new Hiring Guide for a handy tool that can help with the process of defining what you’re looking for -- and what you’re trying to avoid -- in a new hire.) STEP TWO: DRAFT THE AD Keep It Legal!! You always want to focus on protecting your practice. Avoid discriminatory language in your ad, including that which might indicate a preference for a candidate that is a specific race, age, gender, or religious affiliation. For instance, rather than “She will be a young, energetic self-starter,” try “The ideal candidate will be an enthusiastic self-starter.” Focus on the Candidate, Not Your Business: Traditional job ads often focus on the needs of the employer, but the best job ads focus on what the employer has to offer candidates. Plus, you can bet that the very best candidates will be wondering what’s in it for them if they take a job at your practice. Make It Reader Friendly: If your job ad is too wordy or complex you may be asking too much of readers to get through it all. Use short sentences and simple language wherever possible and break up the text of your ad with bullet points when you can. Include the Greatest Hits: You’ll want to mention payment, whether the position is full or part time, and all of that standard stuff in your ad. See the illustration in the full version of the CEDR Hiring Guide for more on the type of content that should be included in your job ad. Bonus Tip: Weed out unengaged applicants by asking them to perform a specific task to apply. Those that don’t follow directions and are simply blasting out resumes to whatever ads they come across will quickly let you know about their lack of interest and investment by failing to complete this step. STEP THREE: PUBLISH YOUR AD! Once you’ve got all of the pieces in place, send your ad into the world and start prepping for the next phase in the hiring process—the all-important interview! Ready to hire your next superstar employee? Download our Hiring Guide or sign up for a free conversation with an HR expert to make sure you’re starting off on the right foot!
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