Any job posting needs to be optimized for the platform where it appears. Sometimes it can be a challenge to include all the information in a way that gets the most out of algorithms while still sounding like you offer an interesting place to work, but this is vital to get the best matches possible.
“When we tell employers about optimizing, it means we want them to have the highest quality matches possible,” says Jamie Nakamoto, business applications manager at Louisiana Job Connection. “Otherwise they may miss out on really great candidates or have to sift through matches who aren’t a good fit because they didn’t accurately describe what they’re looking for.”
Here are some tips to optimize your job postings and get the best possible candidate matches.
Your job listing should include three sets of information: the position’s daily tasks, the skills a person would need to succeed in the position, and a list of the required and preferred education and experience you’re looking for. “Sometimes we’ll hear from employers who say they’re not happy with their matches, and when we review the job posting with them, it might say something like ‘I need an office manager who’s a team player and is on time.’ People need more information than that to see themselves in the job and the system needs more detail to match the right candidates,” Nakamoto says.
Listing the skills and qualifications accurately is especially important, she says. Include both hard and soft skills, as well as any licenses or certifications you’re looking for. Finally, include accurate information about where the job is located — if the company headquarters is in one location but the job will be performed in another, use the latter in the posting.
The system picks up on how frequently you use keywords, so don’t overload your listing with words that might get you candidates who aren’t a good fit. For example, if your marketing position requires monthly reporting, don’t use “report” or “reporting” too often in the listing or you may end up with candidates who are more marketing analysts than actual marketers, Nakamoto says.
Instead, play up the areas that are most important, she says. Look at the day-to-day tasks for the position and use keywords that reflect the role. Whatever actions or tasks take up the most amount of time in the position should make up the bulk of the keywords for the listing. Otherwise you run the risk of getting someone who isn’t a good fit, Nakamoto says.
It can be tempting to use exciting or unusual language to get your job listing to stand out. But Nakamoto says unusual job titles make it hard for people to find your listing and for search engines to determine whether the listing should be shown to certain candidates. For example, a search engine can’t tell if someone who is a junior Java developer should be shown a job listing to be a “software developer ninja.”
Using straightforward language will help algorithms get the right positions in front of the right people. Think about the kind of position the people you want will be looking for; a junior developer is hoping for a position as a senior developer or specialist, for example. “A job-seeker is going to say ‘I’m a nurse’ or ‘I’m a salesperson,’ ” she says. Using regular job titles will help them find your opportunities.
Louisiana Job Connection is a full-service employment hub. Post a Louisiana job for free and connect with qualified candidates instantly.