Internet job offer – The key to successfully posting a job on the Internet is to first recognize that it is not a print ad. The job offer on the Internet is interactive and requires a good knowledge of interactive marketing. One of the biggest challenges contractors face when posting jobs online is realizing they need to change their traditional job posting habits. An online job posting won’t work well if it’s written like a print ad. It must be understood more like an interactive marketing campaign for the whole company. It should be written by the marketing department rather than the HR department.
A company’s website is quickly becoming the first point of contact for most job seekers or potential clients. Suppliers should update their company website to provide a professional and interactive presentation of the company, its goals, key employees, company culture, best achievements and business philosophy. In fact, every marketing resource available to a supplier should be used to make the company’s website the best it can be. Although most worksheets provide hot links to company websites, some do not. Either way, job seekers are likely to independently surf the internet to find the supplier’s website, relevant press releases/news before submitting their CV.
In the fast-paced world of internet surfing, most job seekers only spend time viewing the top 20 search results. Getting to the top is usually about keywords. They often make the difference between a successful job offer and a waste of time. Contractors should put the right keywords in the right place so that the right people find their jobs. Online job postings aren’t displayed the way print ads are. Online job postings are hidden in databases containing thousands of records and must be retrieved for a job seeker to view. This process can take the form of selecting keywords in a search engine or any number of point and click directory methods. It is important that contractors review the job posting guidelines and keywords on the host job board as they will vary from location to location. Many job boards will sort or prioritize the jobs in their database by title, membership status, date, keywords, or other less obvious means. By adding the right keywords, you can ensure that your job listing is at the top of the job board search results. Adding keywords incorrectly can result in a hosting job board deleting a job or simply getting lost in reams of database records that job seekers will never find. When determining the best keywords for a job posting, suppliers should determine what words a job seeker will choose when using a job board search engine – and include any relevant terms specific to the occupation (ie Hard Bid Estimator or value engineering). To cover all bases, it’s a good idea to use multiple words or synonyms that can mean the same thing. For example, if the job is in a lesser-known city like Maitland, Florida, but near a well-known city like Orlando, Florida, Orlando should be added as a keyword. Most worksheets require you to add keywords to a special field in some way (using quotes, commas, etc.). Job listings that do not offer a dedicated keyword field usually require the contractor to add keywords to the Job Description, Job Requirement, or other searchable fields. When adding keywords to a job description, contractors should write keywords in full sentences so that the content flows as a logical composition.
Job postings should be credible and complete if they want to attract the best talent. Most management job seekers are interested in job postings that include detailed job descriptions and job requirements. Many want to see salary and company information. Others want to know the place of work. Most employment agencies claim that a well-written job offer can get you a much more qualified application than a poorly written job offer. Fortunately, many job portals offer FAQs and job posting guidelines to help contractors get the most out of their job listings. Some provide statistical analysis of individual job offers. These statistics often show the number of job applicant impressions and applications submitted for each job posting. Contractors can use the statistics to evaluate their results and adjust the job listing accordingly. The more details that are provided in a job posting, the more credible the job is and the better the fit. That’s why more job applicants get in touch. Contractors should be specific about the scope and type of work, working hours, work objectives, salary and location. They should also make sure that all fields are filled in correctly and completely. Some job boards allow you to preview job postings before they go live, helping contractors see completed job postings as job seekers will see them. Many desktops allow for real-time editing during the ad flight.
Unlike classified print ads, online job postings usually allow page copying. Headhunter.net allows three thousand characters in the job description and three thousand characters in the Job Requirements fields – that’s about two typewritten pages. Contractors should write clearly and present the text in an organized and logical manner. Job postings should read like a composition and not a printed advertisement. Sentences can be short, but should always be complete sentences with correct spelling, punctuation and grammar. The text should contain natural paragraphs with line breaks so that the job seeker can quickly and easily find relevant information. Capitalizing, using excessive exclamation points, or adding acronyms and abbreviations will reduce the credibility of the job posting and may result in the job being deleted by the host job board. Acronyms and abbreviations should also be spelled out because job seekers usually search in full words.