Career

Beyond the Posting: How to Write Job Ads That Land Top Talent

How to Write Job Ads That Land Top Talent

In today’s competitive job market, a well-written job posting is your secret weapon. It’s your company’s first impression to potential candidates, and a clear, informative ad can be the difference between attracting top talent and getting lost in a sea of generic postings.

Transparency is Vital

Ambiguity hurts everyone involved in the hiring process. For candidates, a lack of details can lead to wasted time and frustration applying for jobs that aren’t a good fit. For employers, it means sifting through applications from unqualified candidates who wouldn’t be happy in the role. For a truly hands-off approach to the recruitment process, consider outsourcing to experts like nonprofit HR solutions by myHR Partner.

The key to attracting the right talent lies in transparency. Job seekers crave information about the position they’re considering. This includes details about the compensation and benefits package, work-life balance offerings like remote work options, and the overall team culture.

They also want to understand the role itself: the responsibilities, who they’ll be reporting to within the company hierarchy, and even the competition level – how many other applicants are vying for the same position.

Thinking beyond the immediate role, candidates are also interested in career growth opportunities. Does this position offer a clear path for advancement within the company?

Finally, they want to understand the company itself – its culture, values, and the impact their work will have. By providing upfront information about these aspects, companies can attract candidates who are genuinely interested and a good fit for the team, while politely discouraging those who aren’t.

Crafting a Winning Job Ad

The way you write your job ad can significantly impact its effectiveness. Using clear, concise language is essential. Avoid jargon and technical terms that might confuse potential applicants.

Break down the essential information into easy-to-read paragraphs instead of relying on bullet points. This makes the ad scannable and ensures that key details are conveyed effectively.

Social proof can also be a powerful tool. Consider incorporating employee testimonials or reviews within the ad. These real-life perspectives can give candidates a glimpse into the company culture and work environment, further helping them decide if the position aligns with their career goals.

Honesty is the Best Policy

While it’s important to showcase the positive aspects of your company and the position, avoid falling into the trap of overhype. Be honest and realistic about the role and its expectations. This sets clear expectations for both parties and leads to a smoother hiring process for everyone involved.

The Bottom Line By prioritizing transparency and providing comprehensive information in your job postings, you’ll attract qualified candidates who are a perfect fit for your team. This not only streamlines the hiring process but also leads to building strong, successful teams within your organization.

This infographic was created by myHR partner

Pros And Cons Of Hiring A Freelancer vs. A Full-Time Employee

Freelancing has seen a significant rise over the last decade. In 2020, more than 59 million people were freelancing in the United States. With the upsurge of talent available in the “gig economy,” companies are finding hardworking professionals whose position allows them to moderate their hiring budget and beyond. Here is a brief look at what to expect when hiring a freelancer over a full-time employee.

Businesses large and small rely on freelancers every day. The need is varied, whether it’s for help completing projects to meet deadlines, outsourcing important but short-term tasks such as designing a logo, writing copy or performing financial analysis. Companies do so mainly to cut costs but to gain other benefits as well.

Hiring A Freelancer vs. A Full-Time Employee

A recent study revealed 40% of organizations reported that hiring highly skilled freelancers helped to boost productivity, improve speed to market and increase innovation within their company. The also see a decrease in the associated risks of employment when opting for independent contractors and the like.

What might make hiring a freelancer generally more cost effective than hiring a full-time employee? Even at a higher hourly rate, employers may anticipate saving 20% to 30% annually with a freelancer. Typically, this is due to the fact the employer does not have to pay for health insurance, retirement and other benefits.

Taxes are also a significant factor because Medicare and Social Security are not paid by the employer. That’s not to say there is no tax responsibility. While freelancers pay their own self-employment tax, employers must provide them with the appropriate tax forms. Managing such complicated matters could be better handled when an organization outsources tax form reporting.

Another aspect to keep in mind is a potential difference in working hours. Freelancers manage their own time and may not follow the business hours of the client for which they work. They may not even be in the same time zone. This may make coordination and communication more difficult than what is expected with a full-time employee.

The increase of available freelancers has been a win-win from both sides of the desk. There are some drawbacks, however, for both. There is often a lack of relationship building with freelancers along with a personal removal from the success of their clients. Without investment such as this, there may be a lower level of commitment. There may also be issues with inefficient time management, communication and similar factors resulting in higher costs in the long run.

Choosing who to hire depends on the short- and long-term goals of the business as well as the landscape of the workplace. As increasingly more individuals seek better benefits or remote work or hybrid arrangements, there could be continued changes to the pros and cons of hiring these two types of workers.


Infographic provided by Tab Service Company