If you are an employer, your goal is not to constantly be posting job offers, it’s to find the best candidate to fill the position. Read on to see which common mistakes to avoid so you can quickly secure quality applicants.
Do you publish the same job offer month after month?
Posting the same job offer to the same job seekers month after month will not improve your results. If no quality candidate was tempted by your offer last month, there is very little chance that it will work better without any changes. Of course, there are new candidates available every day, but their expectations may be similar to the previous ones. Don’t waste your money! Optimize your offer before republishing.
Did you list all available working conditions for the position?
Take the time to make sure you have entered all the working conditions on your offer. Often, when we conduct a review with employers, we are able to add benefits that they have overlooked but which make a significant difference to applicants. Do you offer a retirement plan, or maybe a collective insurance plan? Don’t forget to list it!
Did you include the offered salary in your post?
Very few candidates apply on offers with mentions such as: Based on experience, competitive salary, to be discussed, etc. They want to know the pay range before applying. No candidate wants to go to the 2nd or 3rd interview before knowing the salary. And no interviewer has time to interview candidates who may refuse the job because the salary offered does not match their expectations. Your time is important, like that of job seekers, so make sure to list your offered salary. See our post on this subject.
Is your job description too detailed?
Showcasing an extensive list of tasks to be performed may limit your chances of success. We advise you to list only the most important tasks a candidate will be asked to carry out on a regular basis. For example, a mechanic knows he must be able to perform an alignment. If alignments are not your priority, it is better not to list it. You do not want the job seekers to feel like their time would be spent solely on these less interesting tasks. Instead, focus on the specialized tasks that require a higher skill level. This will be appealing to candidates with those skills and discourage any under qualified employees who would not be right for the job.