A recruitment ad is about attracting the right candidates, isn't it? We want your job posting on CharityVillage to be effective - here are some tips to help you get the most from your advertising investment.
Check the Job Title: Is this a title that candidates will search for? Remember, this may not be the same as what the job is called internally.
Category & Position: These fields are used to position the job to potential applicants, and determine the psychometric profile that will be used in the algorithm. Pick the one that is closest to the role. If you have a mixed role, i.e. Administration & Customer Support, pick the position in which their performance/success is most critical. If you’re not sure then please contact your local account or territory manager.
Salary Range Options: To get the best results (Best to Worst)
- Put the salary range in the ad.
- Include an eligibility question. For example, "The target salary for this position is 40-$45K/year. Is this acceptable to you?”
- Hint at salary in the ad. For example, “The salary for this position targets someone with 2-3 years’ experience in the field.”
- No salary information may attract candidates with unrealistic expectations and also cause you to miss out on candidates who won’t apply without compensation information.
- Start with why. When candidates read a job ad, the #1 factor they are assessing is perceived fit with the job and organization. Fire up your target candidate with a great job ad, not just a job description. TIP: A compelling job ad can make the difference between making a good hire and a great hire.
- Job descriptions have exhaustive lists of duties and “other duties as assigned.” Great job ads show the goal and importance of the position, with a few key objectives or tasks. TIP: Try, “The goal of this position is…” Also, 3-5 bullet points pack a punch.
- If you were to ask employees in your organization ALL the reasons they like working there, what would they say? It can be everything from purpose to growth to great coffee – have you provided people a reason to get excited in the ad? TIP: People remember tangible images like “close to transit”, “red brick building,” “gourmet coffee”, “Sunny office”, “annual golf tournament”, etc.
- Use a simple list of measurable qualifications. With CV IQ, there’s no need to include subjective traits (like flexible, self-starter, independent, team player) in the qualifications list as these are assessed by the psychometric assessment. TIP: The format “experience doing ABC specific thing (in XYZ environment)” works well.
- Minimize confusion and make candidates feel welcome. As the CV IQ application experience is different (but generally enjoyable) tell them what to expect. TIP: Include things like what the process will look like. What is the deadline? How will they hear back? Offer accommodation. It is important to be sure you are compliant with your local regulations. For example, in Ontario, AODA requires/will require employers to offer accommodation throughout the hiring process).
Other tips include:
- Try something along these lines to describe the application process: How to Apply: Our online application will allow you to apply to this role as a person – not just a resume. The application will assess your qualifications, personality traits and work preferences, and should take about 10–15 minutes to complete. You can start, save and finish the application at a later time, and receive a copy of your personality assessment when you’re finished by logging into the tool afterwards.
- Check the spacing, fonts, formatting, grammar and spelling of your job ad. This stuff matters!
- Pay particular attention to each field if you have copied an existing position. For example, have you updated location, salary, etc. as required?
Review your ad through the eyes of the candidate: Ask yourself, would this ad get you excited? Remember, you want to attract great people to apply to your job ad and you're competing with every other advertiser out there for the cream of the crop. Make it count!
Tips for Talent Predictor job posting:
Eligibility: This section can only be answered with a yes/no. Typical examples are legal requirements, conditions of hire/position, physical or language ability. This section is used less frequently for skills, experience, education.
TIP: For each Eligibility Question ask yourself if the absolute perfect candidate appeared, but didn’t have this one thing, would they still be disqualified? If no, then make it a ‘skill’ they’re rated on.
Skills & Experience: Be specific in order to distinguish between good fits and great fits. There are three levels of question. As an example;
- Experience with Microsoft Excel
- Experience using Microsoft Excel to do accounting work
- Experience using Microsoft Excel, including pivot tables, advanced formulas and graphing, in a corporate finance environment.
TIP: The format “experience doing ABC specific thing (in XYZ environment)” works well.
TIP: Use “level 3” questions to really focus on the skills needed for the job.Too many level 1 questions make it too easy for the candidates to rate themselves highly.
All Fields: Don’t forget you can enter your own requirements by clicking in the box and edit the example requirements.
TIP: For most roles, 3-6 specific and tailored requirements make sense. It may be more for technical roles or fewer for entry level roles.
Sliders: Remember that this is the most subjective part of the CV IQ algorithm and factors much less in an applicant’s score. It can be useful for identifying and exploring areas where there appears to be a mismatch between employer and candidate.
TIP: Don’t over think each one. Slide it to the area which you feel makes the most sense.
TIP: Hover over each slider heading for more details.