Quote: “You’re not just recruiting employees but are sowing the seeds of your reputation”
Problem: Do I need a job posting? Second issue, I don’t know how to create one.
Many business owners I work with have an “Ah Ha!” moment when they realized the job posting they are putting into the market is the first time many people will interact with your brand. Do you want people to have a positive experience with your brand and build your reputation or negative? Many business owners give very little thought to this process which hurts them in the end.
Before we dive into the How let me relate a scenario for you. An applicant responds because of the information in the job posting and they excitement to be a part of your story. You select them for an interview, you start and end on time, showing them that you respect theirs. You explain the mission and values of the company and your culture in a way that makes them want to be a part of it.
After all the interviews you don’t select them and they are disappointed. They go to lunch with friends and lament, “Man! I really wanted to work for this place! They treated me so well. They are top notch!” This person will often send you other qualified applicants which you didn’t have to pay for. They will talk about your company to the people they interact with in person and online.
Now let’s say they had a poor experience with your brand. The job positing was uninteresting, the interview started and ran late. They were not given a chance to discuss their qualifications and they didn’t get the job. They will then tell their friend and family in person and online to stay away from this brand. Not just if you are looking for a job but also avoid using their service.
I’ve seen this happen over and over again. You want to put your best foot forward when recruiting. You aren’t just looking for a new employee. You have the opportunity to make someone a champion of your brand or not.
Solution: Develop a Position Description
Here are the Key Sections:
Company Overview (Most Important)
About You
Position Overview
Responsibilities
Background and Education
Benefits
Fill in the sections above and you now have a Position Description
A note on titles: I choose to use Position Description rather than Job Description for two reasons. One it’s more professional. Two, do you really just want someone looking for a job? Or do you want someone looking for a Position with your company? This is a mindset issue. If you hire someone that just wants a job then they are going to treat is as any other job.
The Company Overview:
This is where you tell your story your company mission and values. This is where you let the candidate know why they should want to work for your company. Make this 4-5 sentences.
About You:
This is where you speak directly to the candidate about the not just the qualifications and experiences but more importantly the attitude they should have. The types of people who should and should not apply. If you are a start up, something like, “Thrives in a fun, chaotic, environment. Loves wearing many hats and a great sense of humor”
Position Overview: discuss the position in 2-4 sentences. Tie the position back to your overall mission.
Responsibilities:
Bullet list of what they will be responsible for. 10-15 items. I like to put technically important things at the top.
Background and education:
Degrees, years of experience and any technical certifications or skills such as, Expert level excel. Pivot tables, V Lookups, Keyboard Shorts cuts, Waterfall models.
Benefits:
List your benefits: Medical, Dental, Vision, Life, and your time off amounts.
Final Thoughts:
This is the tool that is going to attract, filter, and tell your story to those who have never interacted with your company. It pays to do it right.
Conclusion:
The Position Description you are about to post is the first impression someone will have with your brand. Make it count!
Focus on the Company Overview area.
Define who will be successful in this position. Their attitudes, skillsets, teamwork.
List your most technically important skills at the top of the Responsibitlies section
Put your technical certification or level or years of experience in the Background and education section.
