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Broken Job Postings

5 Reasons Your Job Postings are Broken … and How to Fix Them

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5 Reasons Your Job Postings are Broken … and How to Fix them

Employers are finding it increasingly difficult to fill mission-critical positions, due to lack of available applicants and candidates not having the necessary experience or skills. A 2016 survey by Manpower revealed that United States talent shortages are getting worse. But, is the labor market completely to blame? Or, could part of the problem be that your job postings are broken? If your job postings aren’t attracting top-talent candidates, it could be for the following reasons.

1. Not Listing Expectations

“Would you rather hire someone with all of the skills, or someone who can deliver the results?” to quote Lou Adler, HR and recruiting consultant and Adler Group CEO. If your current job postings disregard the role’s goals, potential for growth and how they fit within your culture, then your current postings are probably broken.

Are You Struggling to Find Good Talent?

This new breed of descriptions presents your job openings as a career opportunity instead of an intimidating “must have” checklist. By doing so, your job posting may organically inspire interested talent to think of their own comparable accomplishments and to remain interested as they read through the learning opportunities. A performance-based job posting has stronger chance of attracting diverse candidates as well as military veterans and mothers returning to the workforce and who may not fit the traditional mold.

Remedy: Define the real work involved, not skills or experiences, but the challenges and deliverables expected. Describe the objectives, instead of the person. List the top six annual goals of each role.

For example:
• “Achieve $60,000 in sales every quarter,” instead of “three years of sales experience”
• “Analyze performance trends to improve closing rates,” replaces “detail oriented”
• “Must manage several projects while working in an open-office, deadline-driven department,” rather than “able to multitask”

2. Vague Job Descriptions

In a study by AgCareers.com, respondents cited job responsibilities as the most important information to include in job postings. In addition, respondents were most discouraged by job descriptions that were too brief or not descriptive enough.

Prospects like to have a solid idea of responsibilities from the outset because it helps them determine whether they may be a good fit. Therefore, employers should provide position details in the listing – but keep it concise enough so applicants don’t become overwhelmed or lose interest.

Remedy: Be clear about the job functions, compensation, required skills and education level. If you’re flexible on certain requirements, convey this in your language – for example, “Master’s degree or equivalent work experience.”

3. Overlooking Passive Job Seekers

There’s a good chance your ideal candidate is already employed. But passive candidates typically only engage in conversations if a job change represents an exciting career move. Even if a passive seeker is satisfied with their current position, keep in mind that a recent poll found that 45 percent of employees claimed they are open to learning about new opportunities, According to Morgan Hunter Corporate Search.

Remedy: In addition to utilizing a recruiting firm, consider casting a wide net via your social media channels or forwarding the listing to your industry contacts who may be able to recommend a worthy candidate.

4. Not Reaching Mobile-Savvy Candidates

Nearly fifty percent of job seekers use their mobile phones to look for work at least once a day, according to Mediabistro. Further, one in four job seekers will not apply to job listings if the description or application process isn’t mobile friendly.

Remedy: To attract mobile applicants,

  • Keep job titles short, such as 50 characters or less. Long titles take up too much screen space on a mobile device.
  • Include key search terms in your job description to increase the chances of prospects finding the listing through search engines.
  • Minimize scrolling time. The general consensus is that mobile applicants shouldn’t have to scroll down the page more than four times to reach the end of the job description.
  • Ensure the design is clean, easy-to-navigate and looks good on all mobile units.
  • Give candidates the ability to apply to – and share – the listing from their mobile device.

 

5. Not Ending with a Call to Action

According to Entrepreneur magazine, a survey in which the call to action (CTA) was placed near strong supporting information yielded a 304 percent conversion rate increase – indicating that calls to action should be placed in the area that best supports the decision-making process.

Remedy: To increase your job posting response rate, insert a CTA that gives applicants clear directions at the end of the description. For example:

  • Place your “Apply” button “above the fold” so candidates don’t have to scroll down the webpage to find it.
  • Encourage prompt response by stating the closing date for receiving applications.

 

Job postings are the first real form of communication that prospective employees have with your business. It’s imperative to make them count.


Tiffany McGowen

by Tiffany McGowen


Author Bio:

Tiffany McGowen, Paycom’s national director of recruiting, is responsible for the oversight of staffing corporate headquarters and growing the nationwide sales force. She has more than 10 years of recruiting experience, ranging from executive-level talent to interns, with a specialty in sales professionals. Passionate about motivation, McGowen is constantly on a coast-to-coast hunt for the best and brightest talent in every market.

Podcasts

5 Podcasts That Every HR Professional Should Download

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Podcasts provide the opportunity to sit like a fly on the wall and listen to some of the most brilliant minds in the world converse about today’s biggest trends and challenges.

According to a study by Triton Digital, nearly one quarter of Americans listen to a podcast at least once a month. Education is a popular subject, with 40% of podcast listeners tuning in to that type. If you’re an HR professional or business leader looking to broaden your knowledge of HR and HR technology this year, I highly recommend filling your ears and brains with these five podcasts throughout ’18.

1. HBR IdeaCast

From Harvard Business Review, the weekly HBR IdeaCast features leading thinkers in business and management discussing a variety of key topics in the work world.

It is an excellent resource for insights on a wide array of subjects including, but not limited to, HR. The discussions apply directly to organizations nationwide. The podcast reminds me of NPR’s Fresh Air, but with an emphasis on business leaders.

Recommended episodes:

2. HR Happy Hour

Since 2009, HR Happy Hour has featured thought leaders, workplace and technology experts, academics and more to take on important aspects impacting HR, technology and the workplace.

The podcast is so long-running that it has episodes dedicated to just about every HR topic under the sun. The charming hosts Steve Boese and Trish McFarlane make trending topics fun and informative.

Recommended episodes:

3. CIPD

From the UK’s Chartered Institute of Personnel and Development, the monthly CIPD podcast covers everything from talent acquisition to workplace training and cybersecurity.

CIPD’s international perspective brings fresh eyes to subjects that resonate with many American HR professionals. With a backlog of more than seven years’ worth of episodes available, it’s easy to recommend.

Recommended episodes:

4. Workology Podcast

Covering the science and art of the workplace, Jessica Miller-Merrell’s Workology Podcast offers insights and actionable tips on HR and recruiting. Each 45-minute episode promises an in-depth look at every company’s most valuable asset: the employee.

In asking sharp, pointed questions about the latest HR trends, Miller-Merrell does an excellent job as host, bringing a unique and often unexpected take on familiar subject matter.

Recommended episodes:

5. HR Break Room

The official podcast of Paycom, HR Break Room brings you quick conversations on hot topics in HR and HR technology. Co-host Chelsea Justice and I talk with guest experts about the challenges faced by the everyday workplace, as well as their solutions.

To be a bit self-indulgent, I love doing this podcast because it gives me the opportunity to talk with some of the most brilliant minds in the industry. In our first year, our esteemed guests have included New York Times best-selling author Cy Wakeman, millennial expert Adam Smiley Poswolsky, HR Bartender’s Sharlyn Lauby, futurist Jacob Morgan, author and Harvard professor Mihir Desai and of course, motivational speaker and leadership expert, Mark Sanborn.

Recommended episodes:

You can learn more about goings-on within the HR sphere by subscribing to HR Break Room podcast. Here’s to a year full of professional growth through podcasts!

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Posted in Blog, Featured, HR Management, Leadership

caleb.masters

by Caleb Masters


Author Bio:

Caleb is the host of The HR Break Room and a Webinar and Podcast Producer at Paycom. With more than 5 years of experience as a published online writer and content producer, Caleb has produced dozens of podcasts and videos for multiple industries both local and online. Caleb continues to assist organizations creatively communicate their ideas and messages through researched talks, blog posts and new media. Outside of work, Caleb enjoys running, discussing movies and trying new local restaurants.

Deadline Extended

Employer Deadline Extended for Furnishing 2017 ACA Forms

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Distribution of 2017 Affordable Care Act (ACA) Forms 1095-B or -C to your employees has been extended.

As issued in Notice 2018-06, the IRS has extended the deadline from Jan. 31 to March 2. (However, the deadline to provide Forms W-2 and 1099 to employees and contract workers remains as Jan. 31.)

Filing deadlines unchanged

While the deadline to furnish forms was extended, the filing deadlines remain the same: Feb. 28 for paper forms, and April 2 for electronic forms.

IRS Notice 2018-06 emphasizes that employers who do not comply with the due dates for furnishing or filing are subject to penalties under sections 6722 or 6721.

Good-faith transition relief extended

The IRS also announced the extension of good-faith transition relief. This may allow an employer to avoid some penalties if it can show that it made good-faith efforts to comply with the information reporting requirements for 2017.

This relief applies only to incorrect and incomplete information reported on the ACA forms, and not to a failure to file or furnish the forms in a timely manner. Additionally, the IRS stated it does not anticipate extending either the good-faith transition relief or the furnishing deadline in future years.

Contact a trusted tax professional if you have questions on how this may affect your business specifically.

Click here to read more about how the ACA is affect by the new Tax Cuts and Jobs Act.

Disclaimer: This blog includes general information about legal issues and developments in the law. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and must not be taken, as legal advice on any particular set of facts or circumstances. You need to contact a lawyer licensed in your jurisdiction for advice on specific legal problems.

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Posted in ACA, Blog, Compliance, Featured

Erin Maxwell

by Erin Maxwell


Author Bio:

As a compliance attorney for Paycom, Erin Maxwell monitors legal and regulatory changes at the state and federal level, focusing on health and employee benefits laws, to ensure the Paycom system is updated accordingly. She previously served as assistant general counsel at Asset Servicing Group in Oklahoma City. She holds a bachelor’s degree from the University of Central Oklahoma and a J.D. from the University of Oklahoma. Outside of work, Maxwell enjoys politics, historical mysteries and spending time with her family.

Creating an Employer Brand

3 Steps for Creating an Employer Brand That Attracts Top Talent

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Talent shortages and an emphasis on recruiting initiatives have made the employer brand one of 2017’s hottest HR topics. The phrase has garnered plenty of buzz online, but for many HR personnel, the definition of “employer brand” remains unclear.

To learn more on the subject, I spoke with guest Rachel Duran, manager of talent acquisition marketing at CA Technologies on an episode of Paycom’s HR Break Room podcast. Below are three main takeaways from that conversation.

Learn more about the employer brand by listening to the full interview with Rachel on the HR Break Room podcast

1. Be descriptive

The employer brand is similar to a product brand in that you can’t just put out a successful product without positioning it at all. You need to let the customers (or in this case, prospective employees) know what they can expect from what you’re selling (your organization). Describe what it means to work at your company and share which jobs are available; the answers to those questions make up your employer brand.

Communicating your employer brand can be as simple as a job description presented through blogs, videos, quizzes and interactive materials that help prospective candidates understand what they can expect from the culture, the benefits and the overall environment of the organization.

2. Be authentic

Authenticity is key to establishing an employer brand that attracts the right talent for you. The brand is shaped by the entire organization from the bottom up and is defined by the culture formed organically by employees and management alike.

Questions top talent asks when considering their next career step include “What does the day-to-day look like?” and “How do your organization’s values impact the atmosphere of the workspace?” Authentic answers are essential.

Don’t be afraid to dig in and do the investigative work to ensure your materials are accurate; they should communicate your employer value proposition. Also, avoid making the mistake of building a brand that is not reflective of your company’s actual mission and culture.

If marketing of an employer brand is not authentic and transparent, it runs the risk of actually increasing employee turnover when expectations are not met. Every interaction, from a recruiter’s first phone call to a company-wide email, is part of employer branding. If a company is not authentic in everything, it is unfair to expect employees to be satisfied.

3. Be realistic

A critical step in shaping your employer brand is to set realistic expectations for prospective talent. Branding should dictate all aspects of the organization’s representation, so ensure the perspectives of key stakeholders are included.

Once you have everybody’s perspective, it’s time to create the promotional materials for your employer brand. From the seemingly minute post with a custom hashtag to a larger project, such as a dedicated career website full of videos, your content should reflect your company’s culture.

In the current war for talent, the employer brand can be a valuable tool in recruiting efforts. Ensure your brand makes the biggest impact possible by being true to who you are. The secret to recruiting and retaining the talent you need is as simple as being honest about your organization’s identity.

Tags:
Posted in Blog, Featured, Talent Acquisition

caleb.masters

by Caleb Masters


Author Bio:

Caleb is the host of The HR Break Room and a Webinar and Podcast Producer at Paycom. With more than 5 years of experience as a published online writer and content producer, Caleb has produced dozens of podcasts and videos for multiple industries both local and online. Caleb continues to assist organizations creatively communicate their ideas and messages through researched talks, blog posts and new media. Outside of work, Caleb enjoys running, discussing movies and trying new local restaurants.

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