Anticipate Your Applicants’ Needs in Your Job Postings in Business and at Work

Marketing your open jobs to applicants is not unlike marketing your products to your prospective customers: in both recruitment efforts, you identify the needs and potential pain points of both prospective employee and customers – and at the same time, your job and/or product meets / exceeds the needs and/or solves their pain points.

For example: job applicants want to know that they’re applying to a good employer. In a recent search to hire a client’s Controller, I ensured that the ad mentioned:

• The retirement of the long-tenured Controller; and
• That the current Controller would be available to overlap and work with the new Controller to get them up to speed; and
• That the company was going into its 32nd year of business, and continuing to grow; and
• Finally, I also mentioned that the company was recently named  a local 2019 Best Place to Work.

The above data points (positively) answer common questions / concerns / pain points that almost all applicants have the first time they read your job posting:

• What happened to the last incumbent?
  • They’re retiring.
• How will I get up to speed in the new job?
  • The incumbent will train me.
• Is the company doing well, which means that I’ll do well?
  • They’ve been around for 32 years, and they’re still going strong.

How well do you anticipate your candidates’ needs, pain points and concerns in your job postings, in business and at work?

Happy New Year to you and yours!