When it comes to a career search, job seekers are not the only ones selling themselves. As an employer, you must also showcase your greatest features and opportunities if you want to attract the best. And while job boards and social careers sites provide a platform for displaying employment brand, the job postings must look as good as they sound (from job branding to visibility) in order to reach the right candidates.
Job Branding Techniques to Help Your Opportunities Stand Out
There are millions of jobs listed online, and it’s just as easy to click away from a bland or confusing posting as it is to click away from an unwanted ad or a rambling article. Here are a few common oversights that may be keeping the best talent from seeing your true colors:
1. You haven’t provided any compensation information. When reading news articles, people want information as quickly as possible. And while it’s not exactly job branding, for job seekers, salary is often a piece of information sought after right off the bat. It’s a factor that may make or break someone’s interest in your job listing because, after all, time is money. If you don’t provide compensation information, you could be wasting valuable time… both yours and the candidate’s.
2. SEO wasn’t considered. Your company’s internal jargon is exactly that – internal. It’s not what job seekers are searching online. When listing a job, change job titles into conversational phrases that people understand and will type into a search engine. For example, instead of “guest service,” try “customer service.” Also, skip the “ninja” and “guru.”
3. There are no faces in your branding. A picture captures people’s attention and brings words to life. It’s no different for job branding. But remember – you’re trying to attract potential employees, not potential customers. Fancy pictures of a plate of food are not going to entice talent the same way they might speak to a hungry diner. Including an image of a person working in your environment is best. But, if you don’t have an employee image, remember that a generic smiling face is still better than a burrito.
4. Your layout isn’t user-friendly. Ever looked at a post online and thought, “Too many words!?” You don’t want potential talent skipping over a great-fit opportunity because the post was too long or too confusing to read.
Job descriptions must be divided into clear, easy-to-read sections. Break up blocks of text with bullet points, spaces and images, and use a font that’s large enough to read. If you get a headache reading 300 tiny words about your company’s history, imagine what job seekers will think.
With these simple and easy edits, you’ll be attracting new talent before you know it.
Know of a company that has great job branding? Share your links in the comments!
Image: iheartvintagex
Author: Aubre Andrus
Aubre Andrus is a freelance writer and official word nerd based out of Madison, Wisconsin who specializes in creative copy with a fresh and fun kick. This word warrior has championed all types of written wonders as a tech blogger, social media consultant, web copywriter, national magazine editor, and reporter. She’s acted as the voice of much-loved brands including American Girl, EXPRESS, and WIRED. Catch up with @aubreandrus on Twitter or visit aubreandrus.com.
Dear Aubre,
I really like your post!
Why? : because we recently launched in Belgium (01/01/2012) a brand new platform which enables both, Talents and Companies, to optimize their “branding”.
The whole concept includes a video application (next to CV) that is simply and quickly inserted.
The insertion of a video presentation is interesting for several reasons:
Allows to humanize CV, to a dynamic dimension,
Allows to pass motivation, personality and style,
Allows to get in contact with the recruiter and cross all barriers,
Allows the recruiter to save time before meeting Talent and having the opportunity to view his video with his future N + 1, for example, which can speed up the decision-making process,
Enables to train in job interviews, win in insurance, realize image Talent give himself and possibly work on it…
but also for the recruiter:
enables to “brand” the jobposting by adding next to the written jobdescription, a video (in my opinion is a testimonial from the field the most ideal scenario!),
enables on corporate level to insert a global video presentation(employer branding).
I am sure we’ll have some great examples of jobb branding in the coming weeks!
Don’t hesitate to have a it by visiting http://www.facejobb.com (english version almost completed).
Kind regards,
Patrick
pca@facejobb.com
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