How to get the most out of your job posting

             The process of finding the perfect talent for a job isn’t a simple thing for any hiring manager. Right from the point of sourcing to the point of actual recruitment, there is a lot of effort that goes in. But do you know that just by creating the right job posting/advertisement, the chances of fetching the right talent pool could be enormously increased. And, ensuring to not miss out any detail/information of the applicant(s), also plays a very significant role in recruiting that ‘Perfect Fit’! So, as a recruiter/hiring manager, what really can you do to make your job posting stand out and make the most out of it? Let us look at some basic points and also check out how technology could play to be your perfect hiring partner.

Jazz-it-up!

The very first rule: Job posting must be such that it catches the eye. Half job done!

• Precise, well-structured and engaging description of the job in a job-post makes a big difference. Remember, no one likes anything boring. Keep the job-post simple, direct yet elaborate enough and it will take you a step closer to fetching the right fit.

• Avoid stating the obvious and ensure describing things that are really important for both the organisation and the candidate to know. For e.g.: the working hours, the travel demands, the need to meet the deadlines etc.

Pay attention to the structure of the job-post

• Ideally, start by introducing the basic information like location, the Company, highlight its mission, values, industry recognition, followed by the required-job role along with the role’s hierarchy, required minimum qualification, skill-set, experience and other important criterial etc. aligning it with the company.

• Create a simple ‘what-you-will-be-doing’ section and highlight specific responsibilities of the job to make it better.

• Customise the Job Posting Page appealing to a specific talent segment. For e.g. hiring for senior positions, interns, freshers etc.

• Post it on multiple portals to ensure creating a bigger talent pool. Also share on social portals and don’t forget paying attention to the other important ones like Glassdoor, Indeed etc.

• Tag your job advertisement to multiple industry segments, expand the acronyms (if any) to increase the visibility in search results by seekers. Also consider sponsoring the job posting for more visibility.

If dealing with larger recruitment volume, a good idea would be opt for a well-integrated recruitment software solution that could support in not only adding structured data to your job posting, but also let you customise it, offer multiple job posting, provide summarily information on the open recruitments, create databases for any future references and ensures that you do not miss out any tiny bit anywhere in the entire process.

Automate the hiring process:

• Rationalise the entire hiring process using technology. Manual extracting of applications is a tedious job. Automate the process of data extraction using services like Mail / Resume Parsing and optimize the entire process.

• Incorporating a highly efficient cloud-based Applicant Tracking System can help immensely by sourcing the right talent faster, tracking resumes, scheduling interviews, assessing at each stage, sharing results and feedbacks.

The Application Tracking System by resumemantra, is one such perfect hiring support for your organisation. It helps you focus more on the recruitment and hire the best.

Online Recruitment Software with Candidate Database

                  Recruitment software is the handy solutions to the recruiters who wish to steadfast their hiring process. Managing a data of recruitment portal proves to be the vital step for easy hiring. The database usually carries lots of resumes and job opening details of each organization. Cloud based central database are used by the staffing agencies and recruiters to track their status on their job openings, job seekers and clients and their contacts from a single location.

Cloud based candidate database

The major goal of candidate databases is to acquire the right talent faster than ever before. Recruiters actively source existing data from job portals for their next great hire. This way HRs can improve the hiring efficiency of the business.

In database the job requirement and the candidate resume will be pre-scanned for the skills matching process. Then the matching resume will be flagged and the software will auto generate emails or sms to schedule the interview process. This makes the entire process faster and easier by achieving automatic shortlisting and interview scheduling.

“A recruitment software with the candidate database is a potential Asset”.

In Staffing, the recruiters maintain a pool of candidate database and it holds a lot of value for the recruiting company. The candidate database saves and appreciates the time when it is updated and maintained on a regular basis.

The Candidate Database is nothing but a complete record of each and every candidate who has applied through their recruitment portal. It allows the recruiters to keep track of the prospective applicants for the current and future positions.

How to access the Candidate database?

The Candidate Database is a combination of Emails, Documents, Resumes and other PDF’s. In order to access it, use relevant keyword searches across the resources. While sourcing new applicants, search your database to see whether they have been assessed in the past for the similar job positions.

Create Talent Pools

Using the Candidate Database, the recruiters need to segregate the promising applicants to the active job openings. Recruiters can organize the talent pool with separate tags with multiple resumes and reach out to them during the candidate search to exact the exact skill which matched the job.

Conclusion

The Online Recruitment Software with the candidate database is a potential asset to find the best fit for the organization faster and easier. The right talent is hired in less time with the support of the resources.