Avoid These When Crafting a Job Posting

If you haven’t already done so, check out our “How to Craft an Engaging Job Posting” for the basics on crafting job postings.

Each industry and job type has a different candidate audience that will require customizing your recruiting and job posting approach. Below are some common elements in job postings that drive away interested candidates, and why it’s a good idea to rethink including them.

Copy and pasting the entire Job Description into a job ad

There are some industries and jobs such as government jobs and unionized jobs that required a job description to be posted with the application. If you’re not bound to regulation consider leaving this out. Why? For one, it’s really boring to read through a job description (and you don’t want your job or company to come across as boring, right?). You’re also giving away the answers to the test before the test. Be sure to provide the Job Description at some point during the selection process, usually after the interview but before the offer, so the candidate has the information they need to decide if it’s the job for them.

Use of gendered or culturally insensitive terms in your posting

Without realizing it, you could be driving away talent and diversity. There’s a wealth of info on how unconscious gender bias discourages or encourages certain people to apply, and the same applies for culturally insensitive terms. You can find out more about this here, and even copy and paste your job posting into a decoder here.  Below are examples:

  • “We’re looking for a strong leader”
  • “Must be able to multi-task and cultivate harmonious relationships with co-workers
  • “The ideal candidate is a barista ninja” 
  • “Leads weekly team pow-wows to drive sales”

Complicated Application Process

It’s a job seeker’s market and that means you want to make it as easy as possible for candidates to apply. The more clicks, steps and barriers you put in front of candidates the less likely they are to apply. Make it stupid easy for them to send you their name, contact info and a little bit about their work history. Consider these:

  • Trim away short answer and essay questions in your application that are better asked in a phone screen
  • For most uncomplicated jobs the application time should be less than two minutes to enter information and submit the application
  • Your application process should be mobile friendly
  • Utilize an online form or Applicant Tracking System (ATS) to create an application form instead of having candidates e-mail a resume
  • Don’t ask for a physical resume or a PDF application – the inconvenience of a PDF or physically getting a resume printed off will discourage most from applying

Let your past negative experiences with an employees get into the job posting

I get it, you had an employee that didn’t meet expectations (to put it lightly). We all have. But don’t select for your next candidates based on your reaction to the last employee. Not sure what I’m talking about? Here’s some broad examples from job postings and job descriptions we’ve seen before:

  • Shows up on time and stays through the whole shift
  • Won’t ditch work when the skiing/wind/kayaking/mountain biking is good
  • Treats co-workers with respect
  • Comes to work sober and ready to work
  • Only serious job seekers need apply

All these bullet points will get an eye-roll from job seekers who are reading it, and if they were already doubting that this isn’t the job for them, they’ll stop right there. Instead of putting these in the job posting you can screen for qualities such as reliability and timeliness through interview questions and reference checks.

Consultation is available! 

Gorge Hired offers consultation on all things hiring including Job Description reviews, selection process guidance and interview training. We also offer application form and applicant tracking system services. Contact us for more info! 

Employer Tips, Job Posting