D33P Search Group’s Post

After spending years in the recruitment game, I've learned a big lesson: keeping job adverts real makes all the difference. You know those job ads we see everywhere? They all kind of sound the same: 🕒 "Urgently hiring (for yesterday)" 👴 "Need 50 years of experience" 📚 "Must know everything" 💰 Attractive Salary & Benefits But here's the thing – those attractive salaries and advantages they promise? Not always so attractive in reality. Sadly, lots of companies haven't caught on yet. Even the ones with cool cultures struggle to find top talent. But here's the real deal: the most important thing for any company is its people. Without taking care of employees, projects can go downhill fast. See, lots of companies think just posting a job ad will bring in loads of awesome candidates. But times have changed. ❌ It's like trying to plant seeds when you're already starving. 🌱 Job seekers have lots of options now, and they're picky about where they work. I call it: "job offer paralysis" – they're scared to commit in case something better comes along. So, if you want to stand out in today's job market, humanize your job ads. And remember, it's not just about the job – companies should also work on creating a killer company culture that resonates with job seekers and fosters a sense of belonging, growth, and fulfillment. This means prioritizing employee well-being, fostering open communication, and providing opportunities for personal and professional development. After all, a strong company culture not only attracts top talent but also ensures long-term employee satisfaction and retention. ✅ #BetterRecruitment #hr

Ever scrolled through job ads and found uninspiring descriptions? Crafting an effective job ad is an art that can make all the difference. At Talentvibe, we get it. Ready to capture attention and encourage applications? Check out our newest blog article with some strategic tips: 1️⃣ Clear, Optimized Job Titles: Make it attention-grabbing and specific. Avoid generic titles like "Office Manager." Opt for "Marketing Communications Manager." 2️⃣ Direct and Concise Addressing: Use pronouns that speak directly to candidates. Implement the AIDA strategy in a 250-400-word summary. 3️⃣ Highlight Desired Traits and Values: Define the person you're looking for, aligning with the role and company culture. 4️⃣ Infuse FOMO: Showcase your company and team culture. Stand out from the competition. 5️⃣ Compensation Transparency: Specify salary range and benefits. This builds trust and attracts the right candidates. 6️⃣ End with a Call To Action: Make it easy for candidates to apply. Clearly invite them to take the next step. Strategize to attract top talent today! At Talentvibe, we specialize in empowering you to hire efficiently through our talent recruitment services. Connect with us today. 🔍 #Recruitment #JobAds #TalentAcquisition #HiringTips http://wix.to/HSi9NcY

Spent a load of cash on your employer brand but can’t unicorn-vince the right candidates to apply? It’s probably because your job ads were an afterthought. It’s a common myth-take. But when those ads are the first thing a candidate sees before they even think about checking out your careers site or vacancies, they won’t be galloping to apply if they’re a bit unextra-Corden-ary. ––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––– https://lnkd.in/e-jj5Bt #CopywritingForRecruiters #JobAdvertising #RecruitmentMarketing

I used to think the Job Description and the Job Ad were the same 🥸 You keep the Job Desc for internal purposes, and you post the Job Ad on the Job Board. Right? 🤔 Well, I've been refining this thinking 💫 Why? Because exactly as stated, the Job Desc is for internal purposes, and the Job Ad is meant for the outside world. ➡️The Job Desc can be exhaustive, administrative, describe the skills of the candidate, the expected routine deliverables, the interactions the person will have (...and be boring?) ➡️ The Job Ad is an Ad, as in advertisement, as in ... 🔥MAKE IT SEXY! 🔥 How to do that? It's an Ad, so ➡️ the message should be clear: who are you hiring? Tell us what experience they should have, what projects they've worked on (and not just "5+ years of experience" 🙊 ) ➡️it's OK if it drives away some candidates: you only want it to attract qualified candidates, not anyone looking for a job. Add a "This job is not for you if ..." section ➡️it should make your company look attractive: add a link to your career page, to testimonies of your employees, give candidates material to know about & love your company ➡️Give the candidate some biscuits: show what perks working for your organization bring! (seniority payments aren't a perk, they're mandated by law 🙃) #HR #Recruitment #Consulting #Cambodia ------------------------------- Hi 👋 I’m Clement, passionate about recruitment & HR topics. PM me to see how I can help your organization boost their HR & Recruitment capabilities!

In June, #LinkedIn reported that its research shows paid job postings on its site get nearly THREE times more views and more than TWICE as many applications when they mention well-being, flexibility, or culture. "What’s more, your company culture shouldn’t displace other critical information from your job post, like the day-to-day responsibilities and salary range,” the LinkedIn blog post on the research says. Want more candidates--Post/share the salary range, offer flexibility, and set clear expectations of the role. This is a tough market for job seekers- keep your head up and keep pushing forward.

Here’s 6 things that limit the effectiveness of your job ads: I see the same pattern of interest/application rates on most job ads I view. And I look at a lot. The trend is often feast or famine. And in both scenarios a large majority of applicants, may not even be fully qualified. If you are posting job ads, you have the power to influence this. ⤵ To ensure the right people apply, avoid as many of these as possible. 1) Company ego. Instead think “what’s in it for me?” for the person applying. 2) Presenting legal requirements as the only employee benefits. 3) No detail about your hiring process & timeline. 4) A shopping list of requirements. 5) Not being specific enough. 6) No salary. Refine these to get the respond you need and avoid tumbleweed or tsunami! ▶ Need help nailing this down? Drop me a message to see how we can help. #hiring #businessforgood #careers #findyourpop ___ 🙋♀️ I'm Gemma. One half of Holly & Gemma. Two sisters, helping brilliant companies build brilliant teams, at find your POP.

Larimer County Economic & Workforce Development (LCEWD) has some amazing Career Consultants on staff to help job seekers review/revamp or create a targeted resume. Where do the pros look to ensure that resume has everything the hiring manager is looking for? The job posting/description, duh! How many hiring managers have written those job descriptions/postings that these job seekers are crafting their resumes around? How many of you have (recently) read that job description? The truth is many, many of those job descriptions were written years ago only to be dusted off when the time comes to refill that role. Larimer County Economic & Workforce Development (LCEWD) Business Services is here to help! Let us review your job description and offer some feedback on ensuring potential candidates can see themselves in your role! Take advantage of this no-cost service and reenergize your job posting! Give it a try, what have you got to lose?? https://lnkd.in/guAV-Ufi

At Altis Recruitment - Our knowledge is your knowledge! Apparently, it takes less than a minute for a job seeker to decide if they are going to apply to a job. Yikes - no pressure! Natasha shares some tips on how to stand out against the 100's of other job ads that you compete daily on for clicks and views. Make your ad count!

While sure, you want to make sure you are *valuable* at work, I do think this post is true. As an #employeeadvocate, I help job seekers find jobs with employers that support your whole life, and the fact that you have *multiple* priorities - work being just one, and not the top of the short list. These are employers that *value* their employees as their MOST important asset. While you are replaceable, because you have to be, they WANT to attract - and retain - the best employees, and they do this, in part, by respecting them, and *showing* their value workers through how they operate the business and treat staff. Job seach, especially for the best employers, is competitive. Being clear about and confident in your core skills, qualities, qualifications and value, and, knowing how to communicate these as your "brand" is KEY to standing out amongst your competition. Do you know how to do this across your job search "tool kit" (resume, cover letter, LI profile and interview answers) consistently? I can help. Love to help YOU "Get Clear, Get Confident .. and Get the JOB!" Reach out anytime!

Are you wondering why top candidates aren't applying to your job postings? The answer might be simpler than you think. Here are some quick tips to fix it: 1. Simplify Your Application Process: Busy professionals prefer quick and easy applications. Simplify and streamline your process to attract more high-quality applicants. 2. Optimize Job Descriptions: Ensure your job descriptions are clear, concise, and engaging. Highlight responsibilities, requirements, and benefits, and make your company stand out. 3. Enhance Your Employer Brand: Showcase your company culture and values through social media and your website. A strong employer brand attracts top talent. 4. Use Social Media and Job Boards: Advertise your job openings on popular job boards and social media platforms. Engaging content and targeted ads can reach the right candidates. 5. Offer Competitive Compensation: Top candidates look for competitive salaries and comprehensive benefits. Ensure your compensation packages stand out in your industry. Click the link to book a free quote today[https://lnkd.in/gDgvfeQ7] and learn more! 👉 [www.incinque.com] #TalentAcquisition #Hiring #HR #JobSearch