2015-05-19 10:00:46Hiring, Recruiting and HREnglishOne powerful way to attract a better pool of job applicants is to craft a different kind of job posting.|One powerful way to attract a...https://quickbooks.intuit.com/r/us_qrc/uploads/2015/05/istock_000050916338_small.jpghttps://quickbooks.intuit.com/r/hiring-and-recruiting/how-to-write-a-job-posting-to-bring-in-better-applicants/Do You Need Better Controls to Prevent Fraud? | QuickBooks|Do You Need Better Controls to Prevent Fraud? | QuickBooks

How to Write a Job Posting to Bring in Better Applicants

3 min read

Quality employees are key to business productivity and growth, but if you’re like many small-business owners, you struggle to find ideal candidates. You may also be mindful that more than half of employers have experienced a loss in revenue, hits to employee morale, and poor client relations due to bad hires.

One powerful way to attract a better pool of job applicants, according to a recent study published in the Journal of Business and Psychology, is to craft a different kind of job posting. The study found that when job postings focused on what the employer had to offer applicants — such as the ability to telecommute or the possibility for career advancement — the posting received interest from almost three times the number of quality applicants, and resulted in better hires. Here are a number of ways you can accomplish these results in your next job posting.

Start With an Eye-Catching Title

The title of your job posting is what prospective employees see first, and it can determine whether they click through to read the rest of the ad. You should incorporate the employee-centric philosophy in the title of the posting. Instead of “Top Producing Sales Rep Needed,” for instance, you can draw in applicants with, “We Need a Sales Representative to Build a Career With Our Company.”

Express Your Values and Culture

Quality employees are in high demand, and they are looking for more than just a job. A company’s values and culture are extremely important [PDF] to some applicants, so you should begin the job posting with a brief statement that sums up what your company stands for, and why it’s a great place to work. Just remember to keep the focus on the applicants while providing information about what your company does. For example, “At XYZ Company, we strive to give consumers better choices in their health care needs. Join a staff that is committed to providing the best alternative health care in the area.”

Emphasize the Benefits of Working at Your Company

When the study researchers changed the way they worded the job postings, they didn’t focus on job requirements and performance expectations, but instead emphasized what the employer had to offer prospects. For example, in your ad, don’t tell job applicants they will be required to show initiative and carry tasks through to completion. Instead say you will provide constructive feedback and help guide and grow their careers.

Include a Salary Range

Don’t make applicants guess at whether the position pays enough for them to apply — or worse — make them go through a lengthy interview process only to find that the offered salary is less than they’re currently making. A salary range is another piece of information prospective employees need to make an informed decision about whether or not your company is right for them.

Think About Mobile Viewers

Quality applicants are busy and likely on the go, so don’t post a job ad that won’t translate well to a mobile device. If you do, applicants might wonder what other areas of your business aren’t keeping up with the times.

Be Clear About Your Requirements

With all this focus on the employee, it can be easy to forget that whomever you hire must be able to fulfill certain requirements. While your ad should mostly center on the employee needs and benefits, the study’s authors say you should also name specific qualifications you’re looking for. Just be sure to look at it from from the applicants’ perspective. This will help weed out those who aren’t qualified and save you time and money in the hiring process.

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Information may be abridged and therefore incomplete. This document/information does not constitute, and should not be considered a substitute for, legal or financial advice. Each financial situation is different, the advice provided is intended to be general. Please contact your financial or legal advisors for information specific to your situation.

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