Just because employers are blind to them, that doesn’t mean candidates are.
Let’s set it straight: job listings or job ads are job advertisements. Yet many don’t quite see it this way, and so not surprisingly, businesses create job listings that fail to sell candidates on a job effectively. As straightforward as a job ad might seem, it speaks volumes to potential candidates. But businesses are often blind to the red flags and deaf to what their listings are saying. Talk to your staffing team at Gecko Hospitality for more helpful advice on your next career opportunity.
Let’s look at the five most common mistakes employers make with job postings.
There are a few straightforward as we trudge more profound into the ‘Great Resignation’ and hiring struggles persist across the nation, yet, wildly overlooked reasons job ads fail to attract great candidates. Let’s look at the five most common red flags that you might unknowingly be waving.
Mistake #1 Not listing the salary range
It’s almost ridiculous to have to say, and yet most job listings fail to include salary information. And to candidates, there’s one glaring reason many don’t: they’re not proud of what they have to offer. If you’re hiding something, there’s a reason for it–and you can’t hide from that fact. Speaking of facts, salary is an essential part of a job ad, according to research from the world’s largest HR professional organization, SHRM.
So, stop saying you offer a “competitive” salary. Every employer is convinced that they offer a competitive salary for what the role entails. But the word is incredibly subjective, and candidates know this. Instead of saying it’s competitive, just say what it is. This will show potential candidates just how competitive your salary is (or is not). And in return, it will effectively eliminate applicants who would not be willing to take on the role for your budgeted pay.
Mistake #2 You use obscure (a.k.a. creative) job titles
In an effort to boost employees’ egos, employers started inflating job titles decades ago–and they haven’t stopped. These creative and even quirky, job titles aren’t doing you or your staff any favors. In fact, as fun as these obscure titles might sound to a business, they’re confusing to everyone outside of it. And I’m not just talking about reverting the titles like, “Chief Happiness Officer” to what it is–a Human Resources Manager.
For example, people who aren’t searching for a job in sales will be scanning job boards for words like, well, “sales”. What isn’t going to catch their eyes is a title like “Lead Conversion Strategist.” Just as a seasoned receptionist is probably going to overlook the job listing titled “Director of First Impressions,” as it appears to be a c-level role. Businesses need to stop using inflated job titles in general, but if you’re committed to your whimsical titles, use them as in-house nicknames and out of your job application.
Mistake #3 Your role requirements are inaccurate
In an attempt to get more applicants, companies are lowering the bar regarding role requirements. And yet, in reality, while they fudged their listed requirements, they’re not actually looking to budge on them. In short, if you want a seasoned professional with a master’s degree and ten years of experience, you should say so.
Sure, there could be tons of people who would be great in the role without these qualifications. But as long as you’re fielding applicants using resumes and cover letters, you’ll likely never know who a great fit might be. Instead of helping you save time in the hiring process, you will waste more time going through seemingly unqualified candidates–only making it more challenging to find the needle in the haystack. Gecko Hospitality helps employers find a wide range of talent in the hospitality field. We offer a variety of solutions and have been named one of the top hospitality recruitment firms in the U.S. Contact our top hospitality recruiters for creative employment solutions that will make your business stand out.
Mistake #4 You fail to include what you’re looking for
For most positions, there’s one essential skill you’re hiring for–but not interviewing for. And that’s because it’s not something you will see on a resume. While the average job description includes a list of hard skills, many fail to share the soft skills that the success of a role relies on. When aspects, such as personality, interests, and character traits can make or break a candidate’s candidacy, businesses need to make what they’re looking for clear.
Soft skills matter. Hard skills are the technical skills that people learn as part of the job. They are the skills that, by and large, will get a person hired over other candidates. Employers understand the values of these skills, but they’re hard to screen for. Fortunately, we have the best soft skill interview questions that will help you find the best talent. Finding the right mix of soft and hard skills in any candidate is hard. Hiring is a risky process that can cost you a lot if you get it wrong. That’s why Gecko is devoted to helping businesses streamline and perfect their hiring processes. You have jobs. We have candidates. Let’s talk.
Mistake #5 You ask for a cover letter
Finally, there’s the dreaded cover letter that essentially regurgitates a resume, if we’re honest. Businesses should be using a few of the most common interview questions upfront because you don’t need to wait for the actual interview to ask questions. This way, you can more easily weed through applicants and find the best ones to invite for an interview more effectively.
It’s a win-win for businesses and applicants, as no one wants to write a cover letter–just as no one wants to read them either.
Businesses looking to attract candidates that are an excellent fit need to start creating great job listings. The key to finding top talent–and finding the next Steve Jobs–isn’t just in knowing where to look, but in knowing how you look because you can’t eliminate the common mistakes if you can’t see them. That’s why Gecko is devoted to helping businesses streamline and perfect their hiring processes. You have jobs. We have candidates. Let’s talk.