Finding the Best and Brightest Who Fit Your Organization’s Culture

Strategic Partner, Diane Janovsky hits a bulls-eye with this on target message about effective job posting and the impact they have when properly constructed.  Most important is the idea that more and more employees want to connect with the culture and style of an organization that aligns with what they want from their work experience.  Enjoy Diane’s words of wisdom in this week’s Power Idea.

Although recent economic news is mixed at best, the reality is that the job market continues to improve from the great recession. The companies who survived are in growth mode, and competition for talent is stronger than ever. Added to the equation is the burgeoning influence of millennials who demand a collaborative work environment, advancement opportunities, work-life balance and the ability to make a difference. All of this means that businesses must be creative yet authentic in their recruiting practices in order to attract people who not only have the best skills and experience, but also who are a “fit” to the culture of the organization.

The first point of contact a prospective employee may have with a business is a job posting on one of the many on-line job boards or career sites.  Much like a resume is a marketing tool for a job seeker, a job posting is a marketing tool for an employer.  Composing a job posting is actually one of the first strategic steps in the hiring process and it is not enough to simply describe what the company does, list the activities the person will perform and provide some generic qualifications. Great care should be given to its content.

Key elements of a job posting should include:

• Company identity with a focus on mission, vision and values
• Description of role with essential duties and reporting relationship
• Key accountabilities and goals
• Basic qualifications (include personal attributes and behavioral style as well as education, skills and experience)
• Preferred qualifications
• Work environment and physical demands (note that wording must meet Americans with Disabilities Act requirements)
• Benefits, especially those that are unique such as paid lunches, casual Fridays, sponsorship of volunteerism, etc.

The first few lines are critical to grabbing attention and appealing to the emotions of prospective employees. More and more companies are providing an initial statement that quickly communicates the culture of the organization as well as the nature of the role being filled.  Here are some examples:

• Do you want to be part of a team where you can exercise your entrepreneurial spirit and directly see the impact of the decisions you make? If so, click here to learn how you can become a member of our team.
• We are a trusted service provider that entertains and improves lives in our communities. We believe team member satisfaction is the key to customer satisfaction. We foster a close-knit culture that is visionary, collaborative, and innovative.
• Are you a creative, hardworking engineer who knows how to get the job done right – the first time, on time, every time? If you enjoy working in a fast-paced, results-oriented, team-based environment that provides growth challenges and rewards performance, then this is the place for you.

A well thought out and effective job posting acts like a magnet to attract the right people to an organization.  It also makes the process more efficient by discouraging those who are not qualified or not a good culture match from applying. As an added bonus, it provides an objective set of criteria to assess candidates during the selection process, which helps eliminate emotional bias.

If your job postings aren’t generating enough qualified prospects for your hiring pipeline, contact us at info@hpisolutions.com for a free consultation and find out how we can help!