Internet Job Postings: How to Find High Quality Candidates

A few years ago, I posted an open position with a leading job search website. My IT department set up a special email address for resumes, and I sat back to wait. Within a few hours I had several hundred emails clogging my in-box. We had to take the posting down. Today, it is easy for job seekers to find and apply for open positions. Unfortunately many will apply for positions based only on the job title and not the job description. Others will apply for every available opening in a given field. Sadly, some of the best candidates might not even notice your posting. Use these tips to reach the right candidates, and weed out the rest.

Call to Action

In the posting, ask the applicants to do something specific. I used to ask potential hires to explain in their cover letter why they wanted to work for my company. Cover letters that didn't include this were immediately dismissed. No matter what the resume looked like. Resumes that came in without cover letters were not even opened. If the candidate wasn't organized enough to do this simple task, they weren't the right hire for me.

Sell Yourself

Market the position like you would a brand. You want the best applicants, right? Make the job appealing to the audience you are targeting. Don't just list the requirements in your posting, list the benefits as well. Answer the question "what's in it for me?" Do this creatively. Too many sites use vague wording like "competitive benefit package." Explain the unique benefits of your company. Does the company operate on a flexible schedule? Do some employees bring their dogs to work? Is it a casual work environment? Including a unique company benefit in your headline will help grab the attention of prospective hires. "Dog Friendly Think Tank Needs Front Desk Help." Sounds like a fun place to answer phones!

The Key is in the Wording

Job candidates will search by keyword as well as job title. Include the words that the right candidate might use in their search. Are there certain skills, industry specific software or jargon that your candidates would know? Don't hold back on these words, this is not the place to be generic or unclear. Do you need a CAD designer, or a graphic artist?

Be Specific

What are the actual responsibilities of the job? Wording like "day to day responsibilities" doesn't tell a candidate much about what is expected of them. Why wait until the interview to realize that your candidate isn't interested in most of the "day to day" minutia.

Include details about the corporate culture. Your goal is not quantity of applicants, it is quality. The more detailed the posting, the more qualified applicants you will get. Be specific about the type of person you are looking for as well. Are you looking for a passionate workaholic? No, really. If that is what you want, state it. The right person will find that attractive. Couch potatoes will run like the wind.