Key details include a position overview, tools required, physical demands, minimum qualifications, full- or part-time hours and any unique benefits, like a company vehicle.
Describing these essential details in a couple paragraphs is ideal as lengthy job descriptions could potentially turn off candidates. Keeping a job description to a couple of paragraphs or about 300 words should be easy considering what you should NOT include.
- Cute jargon, like using titles like “rock star,” “ninja” and “guru.” According to LinkedIn, these terms don’t give the candidates enough specific information about the title.
- A never-ending list of responsibilities. Prioritize what’s important and the rest of the information can be given during the interview process.
- Gender-biased wording. Male-specific titles, like foreman and journeyman, can turn off female candidates. And language that is deemed masculine or feminine should also be avoided. Examples of typically masculine language include: strong, assertive and competitive, while feminine language includes things like nurturing or sensitive. Instead, use words like professional, courteous and responsible.
Once you’ve crafted the job description, and gotten it improved by management, it’s time for online posting.
The Costs of Job Postings
Posting to job boards typically requires answering some questions, uploading your job description and hitting “Post.” It may seem simple, and Indeed itself claims the process only takes 10 minutes, but if you’re posting to multiple job boards, 10 minutes can quickly add up to over an hour, depending on your desired candidate reach. If you’re posting several jobs per week, the task could eat up an employee’s entire day, taking them away from other responsibilities.
There’s also the actual price job boards charge to sponsor your job. Most of the well-known job boards – Indeed, ZipRecruiter, LinkedIn, CareerBuilder, Monster, etc. – offer a free option. But free posts potentially offer less visibility, meaning they land on the second, third or later page of results. Sponsored post options put your listing at a premium position, helping it to get in front of more eyes. But sponsored posts are very much “pay to play,” meaning better results will cost you more money.
For example, Indeed allows users to set a budget of a minimum of $5 per day or $150 per month. You are charged when somebody interacts with your post, such as clicking on it to view the post. How much you pay depends on the budget you have chosen and how long your post runs. Monster charges similarly; it allows you to set an average daily spend, like $18, $27 or $35, for candidate views. These prices don’t guarantee the candidate will apply, only that they viewed your job posting. Recognizing how competitive the job market currently is and how many companies have small or non-existent HR departments, several of these job board companies offer a premium service, similar to a staffing agency, at a premium price – which can be thousands of dollars per month.
But if you already have a dynamic applicant tracking system (ATS), you might have many of these tools at your disposal, saving you a lot of money and time.
How Arcoro’s ATS Streamlines Job Posting
Arcoro’s ATS is a cloud-based solution that helps simplify your job posting process. Not only will it post your open positions to leading national, local and/or niche job boards quickly, only requiring a couple of clicks from your dashboard, but it also includes your employer branding so there’s no confusion as to where the candidate is applying. A couple more clicks and the job posts can be shared to all your social media accounts. The ATS takes the process a step further by setting up automated email updates once a candidate submits an application, helping to keep candidates in the loop and engaged.
We recognize that many companies have a small HR or recruiting staff, so options are available that can help take more off your plate including an optional Hosted Career Page, optimized for keyword and location search, and distributing jobs as fee-based sponsor posts, like the ones mentioned above.
The time saved from posting multiple positions at once proves the ATS’ value, but it can offer significant savings for paid listings as well, especially if you’re subscribing to these boards’ premium services.
Consider this real-world example:
An Arcoro customer was paying for a premium online service to the tune of about $6,500 a month, similar to what you’d pay a small staffing firm. Since they only had 10 active postings, they cancelled the premium service and used Arcoro’s ATS to place the sponsored posts, costing them only $300 per listing, per month, saving $3,000 a month or roughly $42,000 per year.
Job distribution features are just the beginning of what Arcoro’s ATS can do. From candidate management features, like ranking candidates and background screenings, to reporting information, the ATS can help you streamline your recruiting process and offer insights about where changes may need to be made.
An Arcoro customer was paying for a premium online service to the tune of about $6,500 a month, similar to what you’d pay a small staffing firm. Since they only had 10 active postings, they cancelled the premium service and used Arcoro’s ATS to place the sponsored posts, costing them only $300 per listing, per month, saving $3,000 a month or roughly $42,000 per year.
