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Writing a Successful Job Posting

By December 5, 2016Hiring Talents

The key to writing a good job posting that attracts many strong candidates is to approach it from the candidates’ shoes. Writing a job posting is just like any advertisement and must be targeted to its audience. A poorly written job posting results in either no responses or a boatload of unsuitable applications – things that hiring managers in the energy industry simply do not have time for. Here are our tips for writing a powerful job posting to bring in the perfect candidate:

Take a Needs-Supplies Approach Rather than a Demands-Abilities Strategy

A Needs-Supplies approach is a posting that is focused on what skills and experiences the role needs and what development and benefits the company provides. A Demands-Abilities is more focused on what the company expects from the candidate and is not written in such a way that showcases the career benefits of working at the firm. Including information like, “We provide senior mentorship-partnering and guidance periodically” is more attractive to candidates looking to advance their careers and assures them they are not merely a line on the budget.

Be As Specific As Possible

This will allow candidates to self-eliminate and saves everyone time. Be clear about the job title, include bullet points of the key responsibilities and key experience required, and be sure to differentiate between “must-haves” and “nice-to- haves.” Include a performance profile and position mission so candidates know how they will be measured. Beneath this information be sure to include some of the key selling points of the job – include the salary range, any benefits that might be attractive such as bonuses, retirement funds, parking spaces, or the ability to work from home, etc.

You should consider to include some information about the company as well – the background, the mission, and some of the company culture’s highlights, such as a softball team or weekly lunches provided.

Provide a Human Contact

Some companies are hesitant to provide a contact phone number or email that is not a box email (ex:recruiting@abc.com) because they fear too many candidates will contact them, or contact them repeatedly to follow-up on their application. This is a mistake. By providing a human for candidates to approach with questions hiring managers can eliminate many candidates over the phone. In the case of an enquiry phone number candidates may be able to eliminate themselves, saving you both time later. If you are worried that candidates will abuse this contact to follow-up on their application simply include a line in the job posting that says something along the lines of “only candidates matching the strict criteria outlined above will be contacted for an interview,” and include a timeframe after which they should consider their application rejected.