As founder of a career-coaching service, I sometimes hear these scenarios from employers: They’ve posted a job on Indeed, received resumes and followed up with their desired candidates. But many candidates weren’t the right fit — and those who were either aren’t responding or say they never applied.
In my experience, most of these problems are due to “operator error.” And that means both job seekers and employers aren’t using the platform as best they could.
The solution? Add steps to the application process to weed out those candidates who aren’t actively applying or who don’t have the proper qualifications. The last time I used this technique on Indeed, I got so many qualified candidates that I took the post down within 48 hours. I even ended up hiring three people instead of two because they were that good.
What did I do differently? I focused on creating the right job description. Let’s look at what your descriptions need to drive these kinds of results.
Don’t cast too wide a net
Indeed’s technology has made it easier than ever to post a job and get applicants. They’ve worked hard to become the most-used platform by job seekers, many of whom have set up their Indeed accounts to get alerts about jobs that match their desires. They’ve also agreed to have their profiles passed along for jobs that seem like a fit.
However, in an effort to learn about as many jobs as possible, many job seekers say on their profiles that they’re capable of a wide range of roles — more than they’re actually qualified for. The result? The job seeker gets pushed to employers for whom they aren’t really a match.
What’s more, many employers are using job descriptions that unknowingly encourage nonqualified job seekers to apply. If your job posting is just a list of skills and education requirements, you’ll end up with a job posting that looks like a fit for anyone. Add to that an easy online application process, and all of a sudden, you’ll be getting hundreds of candidates — and very few matches.
Add these five elements for more effective job descriptions
So how can you help nonqualified applicants see clearly that your job isn’t a fit? Paint a picture of what it’s like to work at your company and bring your culture to life. To do that, you must include five things in your job description:
1. A focused summary of your company’s “wow” factor. Your wow factor is what makes you stand out. For example, why are the company’s products and services so amazing? What do customers say when they rave about you, and why is it important to deliver this wow factor on a consistent basis?
2. A personalized explanation of your company’s leadership style. Let applicants know what the executive team values in their employees and what employees say about leadership. Offer examples if you can.
3. An outline of the company’s core values and beliefs. What do you stand for, and why does it matter to your customers and your business model? Share the mission statement and examples of how this is carried out.
4. A profile of…