Transcription
How to Evaluate,Describe, and Post OpenPositionsSusan Lesser, PartnerClaudio fiorani, partner
How good was the job posting?
Why job postings matter§ Mike (Actively Looking)§§§UnemployedDesperateMay not be qualified§ Sandy (Not-Actively y qualified§ Bob (Mindless Application)§§Dancer applying as a Director of MarketingDefinitely not qualified
Why job postings matter§ A bad job posting may dissuade Sandy from applying.§ A bad job posting may only attract Mike.§ A good job posting may dissuade Mike from applying.§ A good job posting may attract Sandy.
Don’t be Fooled You Are the SalesDepartmentStakeholdersLearn fromHRMarket to§Top TalentIf your posting (product) is weak the candidates will be weak.
What do Sales people do?1. Learn about the product2. Package the product3. Market the product
1. Learn about theproduct2. Package the product3. Market the product
Identify Stakeholders§ Decision makers§ Hiring Manager§ Supervisor of Hiring Manager§ Lateral Functional Manager§ Above all Veto makers§ Involve them early in the process to get buy-in§ Anyone – even consultants
Two meetings§ Technical Requirements§ Decision Makers§ Veto Makers§ Cultural Requirements§ Hiring Manager
Prep for meeting – TechRequirements§ Verify and Gather Position Information§ Create a form and bring it partially completed§ Review the job description§ Minimum qualifications (degrees, certs, years of experience)§ Technical skills (software packages, knowledge base)
TechRequirements
20%Technical Requirements80%Cultural Requirements
Aptitudinal ScaleCulturalRequirementsPriorityaa1 2 3 4Customer FocusxProduction FocusGoal OrientedxProcess cccSelf ManagementIntrovertTacticalTeam adyPracticalTaking DirectionsExtrovertStrategicIndividualisticC&C
500 ValuesWe havecompileda listdividedintocategories
CulturalRequirementsBest employeesWorst employeesIn the last months
Cultural RequirementsHire for present and ideally future
1. Learn about the product2. Package the product3. Market the product
Common Tactical Pitfalls§ The Are you good enough for us syndrome§ Features vs. Benefits§ Don’t just post job descriptions
Common Tactical Pitfalls6 Days Ago on LinkedIn.
Section 1 of Posting: Entice theCandidate§ Position Title§§§
Use a Descriptive TitleUse a title thatwill attract theright talent
Section 1 of Posting: Entice theCandidate§ Position Title§ Description of organization/department§ Why your organization is a good place to work(remember “Are YOU Good Enough For Us” Syndrome)§ Here is the first place to include the cultural information you gathered
Entice the Candidate - Bad
Entice the Candidate - Good
Event Ad-aramaSelling snow plows toHawaiians How will this item make lifebetter for the target population? How can this population use thisitem in creative and useful ways? How does this item match yourtarget population’s unique goalsand values?
Section 2 of Posting: Allow for selfselection§ Purpose of position§ Overview of responsibilities§ Requirements§ Technical: experience, qualifications, skills§ Cultural: personal attributes§§§§LocationTravel requirementsTitle of direct supervisorSalary / benefits
Responsibilities§ Only include the essential responsibilities§ Don’t include the obvious
Requirements§ Do not include “It-Would-Be-Nice-to-Haves”
Important Details§ Include an accurate location§ Consider including a salary range§ Size matters to some
Other Pitfalls§ Don’t use internal acronyms§ Actually say something§ Formatting matters make it easily readable.
Section 3 of Posting: How to Apply§ How to apply (email, phone, website)§ List any special requirements (testing)§ Include deadlineNOTE: To cut down on work, state that only thosecandidates selected for interview will be contacted
Application Process§ Easy or Hard Application process§ Technical assessment§ Consider screening questions§ Use interview
Additional Information aboutwriting the post§ Check boilerplate, Affirmative Action and EEOlanguage requirements with your legal counsel.§ Relevant key words (instead of saying ”The idealcandidate will ” say “The [job title] will.”§ Job title URL§ Geography§ Repetition (word density)
Create Accurate Expectations
Activity:High-Stakes Auction§§§§§§You can play games on it.You can take notes on it.It comes in color or black & white.It provides up-to-date information.It can be used for entertainment.It is lightweight – portable.
1. Learn about the product2. Package the product3. Market the product
Communication ChannelsWhere does your customer hang out?
Communication Channels§ Recruiting Software Platforms / HRIS§ Leverage Social Recruiting§ Twitter§ LinkedIn§ Suggest co-workers to§ Facebook§ Google § Others§ Bullhorn Reach (Aggregators)o Glassdooro SimplyHiredo Indeed and others§ Associations§ Company Websiteyour posting
Susan LesserClaudio FioraniCONTACT INFO:CONTACT INFO: email: Susan@nplusonegroup.com EMAIL: Claudio@nplusonegroup.com telephone: 860.716.9933 WEB : WWW.NPLUSONEGROUP.COM LINKEDIN: LINKEDIN.COM/IN/NPLUSONE TWITTER: TWITTER.COM/NPLUSONE BLOGTELEPHONE:860.716.9934
Why job postings matter § A bad job posting may dissuade Sandy from applying. § A bad job posting may only attract Mike. § A good job posting may dissuade Mike from applying.
