by clicking the arrows at the side of the page, or by using the toolbar.
by clicking anywhere on the page.
by dragging the page around when zoomed in.
by clicking anywhere on the page when zoomed in.
web sites or send emails by clicking on hyperlinks.
Email this page to a friend
Search this issue
Index - jump to page or section
Archive - view past issues
Agrimarketing : January February 2012
18 Agri Marketing January/February 2012 An effective job posting is clear and concise, while also being descriptive. Creating the right language for your job postings sets the tone for candidates and saves an organization time by not needing to sort thru lists of unqualified applicants. A major advantage of online job boards is the almost unlimited space with which you can sell your company and job opening, versus the few abbreviated words you can fit in a newspaper classified section. The following shares insight on how to take advantage of the space you have to ensure your posting attracts qualified candidates. BE DESCRIPTIVE AgCareers.com frequently gathers data and surveys job seekers about what they look for when applying to open positions. Candidates indicate a preference to look for jobs first by "Career Type" and then by "Location" when searching online job boards. When considering the actual job description, duties and responsibilities are the most crucial factors when job seekers chose whether or not to submit an application. Job seekers are most discouraged by job descriptions that are too short or not descriptive enough. Important duties and responsibilities should be included in the description so they are easy to find in a keyword search. Employers should keep their job descriptions detailed enough, but not so long that job seekers need to scroll down. Sell the position --- how does this position impact your overall company success? Consider how a candidate may find the job. What keywords would they search to find a listing such as this? Use those keywords within the description. LOCATION, LOCATION The second most crucial factor when job seekers chose to apply is location of the position, making it critical for employers to include information regarding the city, state or region for an opening. If you have multiple loca- tions for a particular posting, you may want to separate them into multiple postings by specific cities, states or regions. Keep in mind that the web is international, so you'll have people viewing your opening from around the world. Have a location that maybe isn't viewed as particularly appealing? Sell candidates on the perks of the location, such as 30 minutes from "X" big city or a great location with streams and hunting ground. The nice thing about the online format is that there is room to provide more detail. JOB TITLE Titles should be descriptive, clear and understandable to someone outside of your organization. Eliminate abbreviations and jargon specific to your company. For instance "Senior Quality Assurance Manager" will usually get a better response than "Quality IV, Mgr." SKILLS AND EDUCATION Being clear about the skills required and minimum education level needed for your job opening will save time in the long run for you and the applicant. For instance, if you require a minimum of a bachelor 's degree for a position, don't hesitate to list this as a requirement. If your opening is more flexible, you can use language such as, "bachelor 's degree preferred or equivalent work experience." Be careful to list too many requirements that you are not 100% sure you need. Listing things that are not necessarily a deciding factor could deter quality candidates that would be a good fit, but don't meet every single requirement listed. MONEY Right behind lack of description, candidates are also discouraged from applying to positions when no salary or pay information is provided. Many applicants may skip your posting entirely if no salary information is given. Try to provide at least a pay range, based on experience if necessary. YOUR ORGANIZATION Include a short description on the company, including mission statement and goals. Use descriptors to showcase why someone would want to work at your organization. Reputation means a great deal to candidates. When AgCareers.com specifically asked job seekers about company brand/image, nearly 80% indicated that the company brand/ image was important or very impor- tant in selecting which jobs to apply for. Be sure your company is seen in a positive light. CALL TO ACTION Give clear directions for the applicant: list a closing date for receipt of applications, note if you would like the applicant to provide salary, or any other requirements. Hopefully these tips provide a few new tools that can be imple- mented to continue to increase traffic and qualified candidates to your postings. If you would like to consult on a job posting, please contact firstname.lastname@example.org AM EFFECTIVE ONLINE JOB POSTINGS The Scoop on Recruiting EVENTS Upcoming AgCareers.com Visit www.AgCareers.com for details Do's and Don'ts of Successful Internship Programs April 20 Webinar 10 Tips for Managing Interns April 27 Webinar For details and to register, visit the Conferences/Workshops/Events page on www.AgCareers.com or e-mail: email@example.com.
Marketing Services Guide 2012