How Your Job Ad Can Attract Quality Candidates

  • 0

How Your Job Ad Can Attract Quality Candidates

Re-blogged from Human Resources Online

By Jerene Ang

A typical job advertisement would likely advertise the qualities that an employer seeks in prospective candidates – academic degrees, qualifications, years of work experience, among others.

But new research slated to appear in the Journal of Business and Psychology, found that a few minor changes in the wording of a job advertisement can make a big difference to the size and quality of an applicant pool it attracts.

The team found that tweaking job advertisements to talk about “what the organisation can supply to meet an applicant’s needs” (what they termed N-S, needs-supplies), can receive three times more good candidates than if an ad talks about “what abilities and skills the organisation demands of candidates (what they termed D-A, demands-abilities).

Jobs-Find-your-careerThe researchers started by manipulating the wording used in 56 actual job ads, to emphasize D–A or N–S fit, and collected data collected about applicant quality based on ratings of the resumes submitted by 991 applicants.

They found that the emphasis on information about the N-S fit than on D-A fit in job advertisements not only attracted more applications to the job, but the applicant pool attracted was also of a significantly higher quality.

“Ads focusing on what employers can provide job seekers – like work autonomy, career advancement and inclusion in major decisions – result in better employee-company matches,” said David Jones, associate professor of business at The University of Vermont.

Part of the reason many employers run D-A-heavy ads, he explained, was that people writing them often had little training in this area, had specific skill gaps they needed to fill quickly, or relied on headhunters who might focus on clients’ needs more than the applicants’ needs.

“It’s not surprising that it’s filled with D-A statements because they want someone with a specific skill set that they don’t have to spend a lot of time training and who can start day one.”

However, Jones cautioned that N-S statements should only be included in job ads if they are true, or the plan could backfire, resulting in disengaged employees and a low employee retention rate.

“If you create what is called a psychological contract where the applicant has an expectation of what is going to happen as an employee and then it doesn’t, the people you hire are less likely go above and beyond and are more likely to quit much sooner than they otherwise would.”

 

View original article here

 


About Author

Scott Rosen

Want to know why 90% of the NJ, NY, DE and PA companies who work with us for their HR staffing needs (including Merck, Rutgers, PNC Bank, Daimer-Chrysler, Pfizer, SAP America and 150+ others) either re-hire our firm or refer us? We specialize exclusively in the Direct-Hire and Contract Placement of Human Resources Professionals including EVP of HR, VP of HR, Human Resources Manager, Compensation Manager, HR Generalist, Benefits Manager & Training Managers. The Rosen Group is one of very few firms in the NJ, NY, PA, and DE area that focuses on one, single area all day, every day – Recruiting and assessing HR talent! Our low-volume (2-3 positions filled per week, 8-12 per month and 100 per year), highly-consultative “super-niche” approach means that I will send you the right candidates – the first time (and typically within 1 week). For example 98% of our HR contractors complete their assignments, 50% are extended and 30% to 40% receive permanent offers! We’re giving Fortune 500 companies, SMBs and nonprofit organizations access to the best and brightest HR candidates. We have a database of thousands of HR executives with a wide range of experience, expertise and talent at all levels all the way up to the VP HR level. Plus we use social media and employment branding strategies to get your opportunities in front of top candidates. We're committed to the professional growth and development of the HR executives that we place for clients. That’s why I founded the HR Executive Alliance and the Talent Acquisition Leadership Alliance and have created the HR Department of the Year Awards. Maybe this is why the Rosen Group is one of the Inc 500 Fastest Growing Companies (Number 147!) – and why 90% of our clients refers us or rehire us.

Leave a Reply