A long laundry list of required skills and credentials is not the way to attract the best talent. Your job requisition should instead become part of your company’s marketing collateral. It should excite potential hires about your company and the opportunity you have available. It should be very apparent why someone should work for you, instead of one of your competitors.
There is tremendous competition for top talent and most candidates have options when they decide to advance their career. Whether they interview with you or someone else, the interview is impacted by how you present open opportunities.
Take time to review your job postings whether internal, on your website, or in job board ads. If you did not work for your company, does the posting excite you to reach out to learn more? If your answer is not yes, it’s time to revise and upgrade your job requisitions.
The past 18 months have caused most individuals to reevaluate their priorities. Many candidates are not looking to accept an opportunity that mirrors their current job. Never forget a candidate’s LinkedIn Profile, Resume, or CV reflects their past and present, not necessarily what they want to do in the future.
Too often candidates are hired for a job that is identical to their past job, but with a more lucrative compensation package. It then quickly becomes apparent to your new hire that they are not improving their marketability. As a result, your new hire becomes a costly turnover statistic, because they want to be stretched by each career move.
In addition to the responsibilities of an opportunity, your requisition should highlight your company culture, core values, personal development, advancement potential, and relevance of the opportunity as it relates to your company achieving goals.
Flexibility also impacts the level of interest with many candidates. Many jobs cannot be 100% virtual, but a hybrid model is most desirable with today’s top talent. Other options could include working longer hours four days and having three days off. Keep flexibility in mind when you are updating your job requisitions. This can provide you with a competitive edge over companies who have no flexibility.
That brings me to the topic of consistently updating your job requisitions. There are several problems that occur when no revisions are made. First, the person who previously held the position had talents that were not required when hired. Within time these talents were utilized by their direct supervisor, who now wants the new hire to possess those talents that are not listed on the prior job requisition.
If your candidates are consistently eliminated from consideration in the final interview process, chances are preferred skills are not listed on your requisition. To prevent this, distribute a copy of your job requisition to everyone involved in the interview process. You will be amazed at how often major revisions are made, but at least you now understand who will be hired.
Too often a laundry list of must-have skills screens out qualified candidates who could become productive, engaged, and retained employees. A better approach would be to list performance objectives which outline how each new hire will be evaluated after 6 – 12 months.
When we ask hiring managers for performance objectives, they often do not align with the laundry list of skills on the requisition. Too often skills are requested that will not be utilized and other skills may not be listed that are necessary for the new hire to receive an outstanding evaluation.
When writing job requisitions, start with performance objectives, determine what percentage of time the new hire will utilize various skills which will help determine what skills, credentials and experience are most important.
The performance objectives should be shared with potential hires, as well as their direct report to ensure everyone agrees on expectations. When you share how a new hire will be evaluated with your candidate, it either increases or decreases their interest level.
You are not judged by the number of people you hire or place in jobs. You are judged on how many new hires become engaged and retained employees who provide a strong ROI. Sharing performance objectives improves engagement and retention.
Traditional job requisitions focus on what you need vs how working for you benefits the careers of the individuals you hire. It’s important to sell your company culture, core values and retention stats. Share examples of individual development and advancement potential. Include individuals who currently work for your company in the hiring process.
Cell phone videos of your employees sharing how much they love their job and company is more powerful than anything you could present. Include videos of your employees participating in activities after working hours. These videos should also be included on your website.
Think of selling points that a prospective hire will not find on your website or online. Think of why you work for your company. Share information that only a current employee would know that will be attractive to potential hires.
Lastly, share activities you sponsor, involvement in philanthropic causes or non-profits or community projects you support. Your involvement will resonate with potential hires. If you implement ideas shared and view your job requisitions as marketing collateral, you will not only update the information, you will also excite top talent about your opportunities and company. That is the key to attracting the best talent in today’s very competitive job market.
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