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HR and Recruiters: Be a part of history & take our behavioral survey to help us understand "Who is HR?" clicking here. Like any marketing asset, especially online, today’s job posting will be read quickly and even skimmed. In short job, postings are a marketing asset and given the increased number of job postings and the now 5 percent unemployment rate, your job posting needs to be designed to attract the right and most qualified candidates. Don’t use company job titles like “Software Engineer II.” No one understands your corporate lingo. Don’t make your job responsibilities vague and left to candidate interpretation. You want the most qualified candidates to apply.
Don’t forget to add interactive media like video, graphics or photos to make your job posting stand out from other listings.
Do remove discriminatory qualifications as mentioned above. Not only are making hiring decisions based on protected classes illegal like Vista Inet experiences, it generates bad press. Do use social media to share your job posting. Facebook, LinkedIn and Twitter Job Card Ads are a great way to engage a targeted candidate. Jessica Miller-Merrell is a HR and Recruiting evangelist committed to demystifying the human capital industry. In 1996, during the original dotcom days, we added 50 new letters and published the collection FREE online. As I was posting these letters online, I realized I want to communicate my love for consulting. Most of us HR and recruiting pros could tell hiring and workplace stories that are much more scandalous and for days.

Most notable was job postings during the last recession circa 2010 where those who were unemployed need not apply. Eliminating the Big Seven (or Eight) in your job posting removes discrimination and sexism, however, there are a number of other strategies and best practices that can elevate and amplify your job posting.
It is the central point at which the hiring and selection process is built and provides the first and most important look into your job opening, the hiring process and the company.
It should be 300-500 words in length and should include bullets and headlines that make it easier to read. Plus, it doesn’t lead you to the right candidates who are searching for jobs specific to titles and categories. A recruiter’s biggest complaint is they receive too many applications with a high percent of them not meeting the minimum qualifications. Although clients come and go, no one can come into my office and say, "Pack up your stuff . I have to work very hard, and the clients expect superb results—but I get to structure my days, weeks, months, and years.
Most importantly, the focus of the job posting should be on engaging, relating to and compelling a very specific and targeted tech candidate to apply for a corresponding job opening. Using graphics, video and photos is a great way to set apart your job posting from the rest of the pack. When the dotcom bubble burst, we realized we'd have to charge a small fee to stay in business. The single letters, taken together, may create a picture of enjoyment, but in a burst of creativity I listed some of the reasons consulting is such a good fit for me—and perhaps for you, too.

For many years, I provided outplacement to the ex-employees of Schlumberger, the world's largest oilfield service corporation.
If a client micromanages me or is otherwise no fun, I complete the assignment and replace them. In winter, I leave a heated garage at home and drive to an underground heated garage at work. I've never had to lie, purposely deceive or harm others, or promise things I can't deliver. With the Internet, e-mail, cell phone, and FedEx, I can work nationally, even internationally from my office—or anywhere in the world. When departing employees left the company, they didn't request outplacement in their severance package. In fact according to Wanted Analytics, there are only 6 tech candidates per tech job posting in the U.S. Candidates learn more about the specifics of the role and more detail during the job interview process. It’s easy to see that it’s a candidates market in tech, so it’s more important than ever to make sure you are doing the little things that make your job postings stand out to tech professionals. It’s a small snapshot of the job responsibilities designed to have a candidate apply for the role.

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