When a manager (or recruiter helping that manager) begins the task of filling a new position, the first step is always to put together a job posting. It is the only thing a potential candidate will see about the job in the early stages, so it is critically important to think about exactly what it says. So often though, I see job postings that are really just summaries of the required/desired skills. They say what the company would like the potential candidate to have skill-wise. However, they don’t think about it from the potential candidate’s point of view. The job posting has to address what’s in it for them!
Along those lines, whenever I speak to a manager or HR representative from a company about a new position they are seeking to fill, I always ask “what can I tell someone about this job to get them excited?” If you are seeking to fill an open position in your team then I strongly encourage you to figure this out, and get that information into your job posting.
Let me offer an example. A client of mine, a small West Coast hospital running Cerner, was looking for a new senior analyst for their team. When I discussed the position with the manager the job reported to, the position sounded pretty much like an average analyst job as far as the skills/experience required for the job, the responsibilities, and the compensation. There was nothing to really set it apart from many similar jobs being posted. So I asked the manager why someone would want to take this job and work for him. He thought about it for a while then said “Well, I report directly to the CIO. We don’t have a lot of layers of management to go through here. If someone wants to change the system or add new functionality, or has a big idea, we can sit in my office and call the CIO together. Things get done quicker with very little red tape here. I would say that is very different than at the bigger hospitals where I have worked before. It’s nice”.
So I used that information in our job posting for the position. It was just one additional thing to set the job apart from all of the other generic postings out there for analysts. And it worked! We ended up finding a great candidate who this additional info really resonated with. She initially got excited about the job because of that little piece of info we had included in the description. And she replied to the job posting with her resume and contact information. Later she said that info set this job posting apart from all the other Cerner analyst jobs she had looked at.
So you see, it doesn’t have to be a lot of things or any one thing particularly major. But you absolutely should give thought to including something in the job posting to set it apart and get someone excited. You never know, you might get your next great hire because of it!