How to Craft an Appealing Job Posting

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How to Craft an Appealing Job Posting

Job applicants labor to craft the perfect resumes and cover letters. They know how hard it can be to stand out from the crowd. Few employers realize that they’re in the same boat as job seekers when it comes to creating job postings. If you hope to attract the very best candidates on www.FoodEmployment.com’s job board, you must put time, effort and thought into appealing to your desired target candidates.

There are plenty of food and beverage manufacturing jobs out there, so finding a great new employee is similar to marketing a product. You’re not only competing with other companies to attract skilled workers, but you’re also trying to find employees with the right skillset for your position. If you want to attract the best possible employees, you have to put your best foot forward. When you sit down to write a job posting, you should be filtering every phrase through a few key questions:

1. Are you highlighting your organization’s strengths?

Some employers figure, a job is a job is a job. Not so. Every company and organization has a unique culture with unique strengths, goals and even a unique personality. Different companies will appeal to different employees, and your goal should be to appeal to folks who like your way of operating.

Does your company offer flexible hours? Higher compensation? Excellent benefits? Do you have a relaxed, casual culture? Do you encourage innovation and reward creative thinking? Take time to think about what makes your company special, and pick the two or three things that will appeal to your target audience. Be careful though! Don’t go overboard or your great job posting might not seem legit.

2. Is your posting readable at a glance?

Whether you’re posting an ad in your local paper or posting your job opening here on foodemployment.com’s job board, the appearance and content of your job posting will make a difference. Your job posting is essentially an advertisement, and as with any other advertisement, looks matter. Your job posting should grab a reader’s attention, and it should encourage a reader to respond.

If you are listing your requirements in the body of your ad, break them down into clear bullet points. Make sure that your spelling, punctuation, grammar and syntax are correct. You would probably rule out a candidate whose resume was hard to read or fraught with errors. Remember that job seekers will very often do the same with poorly-composed job postings.

3. Have you described the job requirements accurately?

Whether you’re looking to fill entry level food industry jobs or executive positions in the food and beverage manufacturing industry, your job requirements must be stated clearly and accurately. Barring a very few entry level positions where inexperience is not a problem, you are probably looking for top notch talent with prior food and/or beverage manufacturing experience. Make sure that the requirements of the job are clearly delineated in your job posting so you attract candidates with the right skills and experience to meet the demands of the role.

Some recruiters make the mistake of over-simplifying a job description. This is a mistake that may turn off some top performers that are well qualified and otherwise, would have applied. Instead, don’t be afraid of turning your job posting into a challenge. When your job posting is accurate and challenging, it will appeal to the candidates you really want.

4. Should you be open about compensation?

The answer to this question varies from business to business, and there are good reasons for withholding information about compensation. In very senior positions, it is rare to disclose any salary information, as this is usually discussed in person. For most entry and mid-level positions, however, it’s best to offer a clear salary range in your job posting.

Some companies are uncomfortable posting anything about compensation, but it’s really worth considering. If you can offer a basic range, you can save yourself and your candidates a lot of time. You won’t waste time interviewing candidates who are outside of your salary range, and candidates won’t have their time wasted on a position that won’t ultimately meet their salary goal.

If you aren’t completely sure about the salary you wish to offer, you can word your ad something like this: “Approximate salary range for this position is between $___and $____; however, final compensation will be based upon qualifications and experience.”

5. Is your post optimized for online searching?

Check out FoodEmployment.com’s unique “Job Description Databank” available on our    Resouce’s page. We are building this databank as we grow and here you will find many sample job descriptions and job postings for the most commonly filed jobs from the food and beverage and ingredient and flavor manufacturing industries. Feel free to use or customize these to create the perfect job posting for your organization.

Finally, take advantage of the internet’s fantastic power. Many companies put a lot of thought into crafting a great post, only to drop the ball when it comes to the online posting process. Without using the common search terms used by job seekers, your ad might not be reaching the right people. Make sure that your ad is crafted with the right key words, search terms and descriptions that will reach your target audience. If you should find yourself needing assistance writing a job posting, don’t hesitate to contact Employer/Recruiter support at 1-800-815-4980. Happy posting.