Almost all job postings, yours included, describe the absolute minimally acceptable qualifications. Why aim low? You know people will stretch their credentials and experience a bit to apply, so describing the least you will accept will attract many résumés that are totally inappropriate. Sound familiar? Here’s the antidote, with credit and thanks to Vistage speaker Barry Deutsch, my guru for job ads. Some of his advice and training for hiring managers is here. Click here for much more from him.
Based on my memory of his talks and seeing the principles applied by many of my clients, here are some of the keys for writing an ad that attracts the right candidates:
- When searching for a person to fill a job opening it seems natural to describe the history of the person you are seeking. That’s a mistake.
- You’re not in business to hire people.
You’re in business to create results. Therefore… - Don’t describe the person–describe the results that person must produce to be successful.
- You’re not in business to hire people.
- Spend more time on what the person will be doing than what the company does.
- Good candidates will go to the website to learn about you. Disqualify the ones who do not.
- Write it from the seeker’s point of view, in the second person.
- You love to help people get in action on their problems
- You can’t walk away from your desk until everything is double checked, logged, and filed.
- Describe breakout success
- Too many job ads and descriptions detail the minimum requirements.
- Describe outstanding success in detail, with numbers and vivid examples.
- Make it interesting and compelling; describe a place the right candidate would be eager to go every day.
- Sell your culture and values. Employees who resonate with your fundamentals will be productive long-term.
See also, on this blog,
Google Data Show ‘Behavioral Interviewing’ Works
Tony, great article! I used your recommendations recently when searching for a new maintenance man for my property management company. In the past I’d get emails and phone calls from applicants that were barely qualified at best. With a few changes based on your post, the quality of the applicants changed dramatically. Instead of hoping for 1-2 applicants that fit my minimum requirements, I’m interviewing professionals that I never knew were out there. Thank you much.
The folks at Infusionsoft really “get it.” Many examples of great job postings here: http://www.infusionsoft.com/careers
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You will be expected to push yourself, to make your mark and to
strengthen the values, behaviors and culture that are core to
Infusionsoft’s success.
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Apply Here If You Are a Complete Hiring Hotshot
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You must create your BEST campaign poster (think Jr. High School Student Council) that describes WHY the people should vote YOU as Infusionsoft’s Hiring Hotshot. The WHY is important! Make it in any medium you choose, just be sure to include it to the end of your resume. Have fun!
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fanatical about design first solutions, can articulate the difference
between conventional wisdom vs. institutionalized group think. We are
extremely hard working, lazy developers that look for Services First
mentality and want to automate the heck out of everything so it makes
life that much easier.
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