C-level leaders have employer branding on the radar and they want talent attraction strategies that deliver. They are paying attention to the details to ensure their recruitment marketing approach reflects their employer brand effectively, and ultimately, serves up top talent. Having said that, we know there are a few hold outs.
We’ve seen you on the job boards and on LinkedIn. While no one is anxious to raise their hand in crowded room and admit it, employers continue to be found guilty of dropping detailed job description documents into job posting templates…and clicking post.
Top talent isn’t interested in the fine print and they certainly aren’t going to take the time to read it. Good job descriptions are important documents for any organization and have plenty of merit when applied to compensation, performance management and other job function analysis that can help improve organizational outcomes.
But a job description won’t inspire top talent to join your organization.
People want to be inspired. They want the highlight reel showcasing why they should consider working for you. A laundry list of duties and responsibilities – regardless of how well-crafted that list may be – is never going to deliver an inspiring story about your organization.
We know there are some pretty spiffy position descriptions out there these days. Many smart HR professionals have revitalized defunct job descriptions documents to better reflect what they need people to do and improve the value the documents bring to their organizations. But impeccably written, innovative job descriptions still don’t belong in recruitment advertising.
Pinpointing the right people with the perfect mix of skills, experience and potential to drive an organization forward truly is an art form. Recruiters must showcase the best of workplace culture and inspire confidence in organizational purpose while being honest about the realities of the work. The work to source talent is difficult enough without hurdles created through ineffective job postings that don’t support your larger employer brand strategy.
If your organization has yet to make a start in adapting outdated recruitment marketing tactics, don’t waste any more time. Stop sharing the fine print in your job postings and use that valuable space to showcase your employer brand to connect with top talent.