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Agrimarketing : April 2008
20 Agri Marketing April 2008 Agood posting not only benefits the candidate it also helps employers --- a good posting allows the candidate to better deter- mine if they are fit for the job and if they really should apply, which in turn hopefully leaves employers sorting through only resumes of seri- ous candidates that poses the neces- sary qualities. Candidates want to know as much as possible about the job in a clear and concise format. We suggest three quarters of a page to a page as an appropriate length. BASICS When developing the job title, keep in mind it will be posted online and how it will be perceived by candi- dates. Try to be descriptive and use common words that a candidate would be likely to type in to the key- word search. Be as specific as possible about where the position is located. Loca- tion is the number one thing that job applicants sort by according to AgCareers.com research. If the posi- tion is flexible, select a general region and then explain within the job description. Often time's employers opt not to include a salary in fear that it will influence the talent applying to the job. If possible, include at least a salary range that is accurate. If there is still concern about including any dollar figures, state something like "competitive" or "excellent overall compensation package." BODY OF JOB POSTING We suggest to our clients to include a brief company description. If employers can quickly articulate what the company does (in three or four sentences) and sell the candi- date on why they might want to work there, it eliminates the chance of the candidate passing up the job description because they don't know what the company does. Next, go in to some of the main responsibilities of the position. We find that listing five to seven of these responsibilities in a bulleted list makes them easy for candidates to review. Again, remember to use key- words that someone may use to search. Typically this section is fol- lowed by a brief bulleted list of nec- essary skills. Keep in mind not to get too specific that it narrows the candi- date base too much, but be inclusive enough that it doesn't get lots of unqualified candidates. You can list essential skills and then list skills that would be nice to have. Finally, finish with a broader description of benefits. This can include vacation and retirement packages, for example, but to really set the company apart include unique perks. We often hear that it is hard to recruit to rural areas --- one suggestion for this scenario, as an example, is to explain in this section that the position might be centrally located between two or three major cities. Maybe your company offers sports tickets to the local athletic team or tuition reimbursement. Get creative! CALL TO ACTION To close the posting, ask the candidate to apply and give clear directions on how to do so. This will vary depend- ing on what online posting service is used. At AgCareers.com we have an "Apply To This Position" button where candidates can attach their resume. For further information or ques- tions, please e-mail AgCareers.com at email@example.com. AM EVENTS Upcoming AgCareers.com Visit www.AgCareers.com for details Interviewing for Organizational Fit May 14, 2008 Web Seminar US Ag HR Roundtable August 4-6, 2008 St. Louis, MO ONLINE JOB POSTINGS The Scoop on Recruiting Find out with the Compensation Benchmark Review (CBR)! The CBR is an innovative, online product that provides meaningful compensation data agribusiness industry. Why Should You Participate? The CBR is a cost effective tool that can provide your organization with a competitive advantage -- use the information gained to set you apart from your competition. How Do You Measure Up? A member of the Farms.com Family Contact AgCareers.com to get started. Phone: 800.929.8975 E-mail: firstname.lastname@example.org Website: www.AgCareers.com
May 2008 Supplement