There is a vast pool of highly skilled and qualified job applicants listed on merojob, but how can you attract the best to apply to your organisation? Your job posting is the same to a job seeker, as a jobseeker’s resume is to you. This means that it sets a first impression of your organisation, - on the basis of which most candidates will decide whether or not he/she wants to work with you.
To entice the most competent individuals, you should thus spend adequate time and effort to create an effective job posting, and here are a few tips to helps you along the way:
Job title: To get the most efficient job searching experience at merojob, be sure to use job titles that accurately and understandably describe the role of your vacancy.
Firstly, avoid using acronyms and abbreviations. Acronyms and abbreviations such as CAO for Chief analytics officer, or CDO for Chief data officer etc., are vague to most jobseekers. Also, do not use internal titles that are specific to your organisation, such as MARCOM for marketing and communications, which most jobseekers would not understand.
Secondly, it is more effective if your job title specifically addresses the type of work to be performed. For example: ‘Copywriter’, ‘Content Writer’ and ‘Technical writer’ are more specific titles than just ‘Writer’.
Job skills and specification: merojob is essentially a search engine that uses information in job titles and job specifications to find the most suitable jobseekers, to connect you to them. Posting Job vacancies without the necessary key skills required for your advertised position would make it difficult for qualified candidates to find your job. Even if they did view your job, they would be unsure as to whether or not they are qualified, and that might cause you to miss out on good candidates; or alternatively, you might get applications from those who are unqualified.
However, this does not mean that you overload your job vacancy with irrelevant skills and specifications, which could again cause the same confusion that might cause capable candidates to not apply, or incapable candidates to apply.
Job Description: An effective Job description is one that is both informative and concise. Here, you should clearly explain the requirements and duties concerned with the job. However, don’t make it too lengthy with irrelevant information that might be confusing or tedious to read. It is beneficial to both you and your potential candidates if you specifically and understandably lay out all the core tasks you expect them to perform. This allows job seekers to clearly assess if they are willing or capable of filling that vacancy, and also allows them to further improve or modify their skills to be a better fit to your organisation.
Employer Branding: Employer branding is a short introduction of your company that you write in the ‘about’ section in the ‘basic information’ of your merojob profile. It appears on the top most section of all your job postings. Here, you could convey your company history, mission statement, aims, culture etc. It is also a medium to effectively advertise your organisation to jobseekers, and you can write it in a style that best reflects your company and its culture. You might want to make it warm and inviting so that qualified individuals might get a positive vibe of wanting to join you. Keep it simple yet attractive.
Note: Watch out for grammatical mistakes in all of the above sections, as it reflects unprofessionalism, and many candidates refrain from applying for that reason.
If you require any further assistance in regard to job postings, you can contact us at 01-4106700.
