If you’re part of one of the many businesses that want to hire in 2014, you need information on what job seekers want to see from position postings. The economy is looking up, according to according to the latest information from the National Association of Business Economics, and that means hiring will rise as well – and with it, competition for top candidates.
“Respondents report that strengthened sales growth was more widespread during the last quarter of 2013 than in the third quarter,” NABE President Jack Kleinhenz wrote in a release. “Profit margins increased at more firms as fewer panelists reporting rising materials costs.” More than 40 percent of business owners who responded to the survey intend to raise prices in the first quarter of 2014, the highest percentage in over a year. Thirty-seven percent of businesses expect to add to their staff in the next six months, as well.
Back to Basics for Great Hiring
Businesses looking to hire new employees need to be sure their recruitment strategy will bring in the best candidates possible. The Wall Street Journal recently published an article by Emily Holcomb, a woman who was responsible for many hiring decisions until she and her husband sold the restaurant they owned and sought other work. Her experiences looking for a job in the Internet age gave her some ideas about what employers need to know. Some of what she has to say is particularly illuminating, like her instructions for a good job posting:
“Write an effective ad. Skip the company mission and self-kudos; we’ll Google you. Write a succinct description of the crucial skills, education and experience requirements, and an even shorter description of the job duties. […] Most important, write in plain English. There may be a person who is an excellent fit who has not worked in your industry before.”
These tips may be invaluable for companies that hope to find employees through free job boards. While of course people’s experiences looking for work can vary widely, Holcomb’s dual perspective as someone who has both hired and looked for a place to be hired might be useful.
Hiring managers themselves can use this same strategy. If you were currently looking for work, what would you want to see in job ads? What would make you think twice about applying for a position? Your own idea of what’s appealing might be pretty close to what job seekers in your industry think, too. If you can’t be sure whether to trust your own opinions, collect more – from employees, professional contacts and even friends and family members.
Virtual recruitment is exciting and brings plenty of possibilities with it, from videos and games to searchable resume databases. But sometimes it’s a good idea to get back to basics and make sure you’re sending a message candidates will be pleased to receive.
