IT recruiters sometimes wonder if it makes sense to post a vacancy. They often assume that most IT professionals aren't looking for a new job. Moreover, the current job market for IT specialists is "extremely" tight resulting in them being approached daily. This means attracting the right talent is necessary to have a head start in the competitive "war for talent." In this blog, I'll tell you about my experience as Head of Operations, explain the importance of good job postings, and give tips to get the most out of your vacancies.
When I started at DIQQ, we had access to x-number of "job slots" on LinkedIn. Before then, we’d never successfully recruited a developer who applied for jobs on their own. According to Intelligence Group, 85% of recruiters dread writing vacancies. That's why it didn't surprise me that many paid little attention to writing great job postings. This had to change, which is why I took the initiative. In recent years I have written about over 1000 IT vacancies. Hence, I understand what's important and what a good vacancy text should include.
It's important for a job posting to be complete. Changing jobs is a major event that significantly affects a developer's life and, to some extent, can bring uncertainty. According to Werf&, 80% of the population understands simple vacancy texts at language level B1. The research by Textmetrics confirms that many job postings are too complicated due to a high language level. Thus, a vacancy should be clear. Make sure your language is comprehensible to the target audience.
Is your job posting written in the correct language level? This tool allows you to check if the words you use fit B1. Besides the language, the structure should contribute to the readability of a vacancy. The use of bullet points can help with this. Many vacancies are still incomplete. Werf& indicates that the salary or salary indication is often missing, and as a result, many potential candidates (78%) apply less quickly, and 26% drop out immediately. It's also important that your job posting contains the following points to make Google index it higher:
Finally, I want to discuss how you can ensure that candidates are more likely to apply for your job posting. A blog by UMC Utrecht explains that we make 95% of our decisions with the unconscious brain and merely 5% with our conscious brain. You can make clever use of this when writing a job ad because the unconscious brain is relatively easy to influence. Therefore, I often use the "Six Principles of Persuasion" by Robert Cialdini, a former psychology professor. This theory describes six principles of influence that you can apply to your target audience:
By applying the above as much as possible in the job postings I have written, the percentage of views-to-click and click-to-apply has dramatically improved. This has led to several successful placements both internally and with our clients. Paying more attention to writing good job postings increases the likelihood of the candidate you're looking for applying themselves.
Do you have tips or tricks for writing better job postings? Let us know!