Are Your Job Postings Meeting Prospective (and Current) Employees’ Needs in Business and at Work?

A prospective client recently reached out for help with hiring for a position that had been open for several months. They sent me the job posting they had been using – it was a job description, which is fine – that clearly outlined what the organization needed from the prospective employee, such as job responsibilities and qualifications. However, nowhere in the job posting was information that met prospective (or current) employees’ needs, such as:

• Does the employer subsidize parking fees due to the limited parking near its building?
• Aside from the salary range: what percentage of the health benefits does the employer pay? And what is the quality of the health benefits? And what about the other benefits offered? If the salary is competitive but the benefits are minimal, how competitive is the total compensation and benefits package?
• How is the organization doing? Is it on the growth curve, or stable?
• Is this a new position? If not, why is the position open? If it’s new or open due to a retirement, that’s important (positive) data for a prospective employee to know.
• Is the available Paid Time Off (PTO) competitive to the market?
• If the position lends itself to remote work (e.g., Marketing Communications Writer, Graphic Designer, etc.), to what extent is the employer able to offer remote work opportunities (based on performance / contribution level, of course) to all employees, prospective and current?
• When the prospective employee Googles your company and its leadership (and looks them up on LinkedIn), do they find good news, promotions and great values expressed to both customers and employees?

Employers: are your job postings meeting prospective (and current) employees’ needs in business and at work?