Businesses in the U.S. spend about $130 billion annually on recruiting. Further, hiring a replacement can cost an organization double the salary of the employee who resigned. These statistics make it very clear that recruitment is not a business function to be taken lightly.
But in order to ensure that you’re not wasting money and time on recruiting efforts, it’s crucial to get the best candidates in the door early in the recruiting cycle. One way to do this is by optimizing your job listings using best practices in search engine optimization. Another way is to reach candidates via social media, known today as social recruiting.
Just because a candidate isn’t actively searching, doesn’t mean there’s no chance of them seeing your listing. Social media can help you reach passive candidates who didn’t know they were looking for your position until a trusted contact made it visible to them.
It won’t matter how well you optimize your listing if no one hits the apply button after reading it. Your copy needs to get the reader excited enough to polish up the old resume and send it along.
Keep the job listing simple and easy to read, sticking to the top qualifications. If at all possible, post at least a general salary range. Use your company boiler plate, posted after the actual job description, to pique reader interest. Your past experience can help guide you in the major selling points, whether it’s your office’s prestigious location, progressive benefits package or status as an industry leader.
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