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Four Steps to Getting Applicants Immediately

By virtual recruiter  

When posting job roles for clients, do you ever wonder what information you should be providing when you post? Writing the perfect job posting for each client can take time, sometimes you may not have if the need is immediate. Here are a few steps you can implement so that when your client needs applications, you can simply hit the ‘publish’ button.    

Create a company-wide template
Almost all organisations have a boilerplate job posting template. It contains company-approved information about the culture, any legal disclaimers, and a basic shell of subtitles such as requirements, description, and maybe even salary range. Regularly review that boilerplate to ensure it’s up-to-date. You may also consider adding bullets that you know will always be requirements, for example, in-depth knowledge of the industry, outstanding communication skills, or a specific education level or certification. From there, refrain from keeping the document HR-centric. Have that template readily available to clients so they can start filling in the blanks on their own.

Create generic postings
Aside from the odd specialised role, your clients probably have some common positions that they’re always seeking to fill. Go one step beyond the basic shell and create generic job descriptions for these positions. If your clients anticipate specialised roles in the near future, it wouldn’t hurt to put together postings for them as well. There are many online resources to get you started. When you have generic postings prepared, a hiring manager or your client can customise a couple points to match the requirements of their department, and be ready to post it in minutes.

Continuously update
This might be the most challenging step. It’s easy to create a template or generic template and forget about it. Then, when you pull it out, you realise that it’s terribly out-dated. Schedule regular times to review the documents and confirm they’re still publish-ready. Has your clients changed its perks? Did they win any new awards? Are there new technologies being used that applicants need to understand? If you get in the habit of making these updates as they happen, your life will be easier in the long-run.

Good business requires continuous changes in process and updates in role requirements, so, depending on the position, an employee’s role one year may have different priorities the following year. Understanding this also means your recruiting team is always on the look-out for new skills that may now be essential.

Create a job posting plan
Finally, even if you have job descriptions ready to go, you may get stuck in conversations and debates about where you’ll promote the job. Or, worse yet, you may start posting it to places that are irrelevant and a waste of money! The easiest and most obvious place to post a job is your website, so ensure the process to get it there is well-defined and accessible. It would be a shame if your job posting was delayed by two weeks because your only webmaster is on vacation! Next, work with your management team and client to build a strategy of where else you’ll promote jobs (if at all), understanding that some positions are more successful through different sources. For example, a developer position may have a different posting strategy than an accounts receivable position


Like so many other tasks, the key to success is organisation and preparation. By being a step ahead and ready for the unexpected, you can have quality job postings published across the Internet and in front of those who matter — qualified applicants — in a matter of hours. What steps do you take to be prepared? Share your tips in the comments below.
http://www.virtualrecruiter.ca/4-steps-to-getting-applicants-immediately/

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