Case Study Why Good Candidates are Ignoring You

Case Study Why Good Candidates are Ignoring YouCase Study Why Good Candidates are Ignoring YouThe quality of a job posting can have a huge impact on the quality and quantity of job seekers who apply. But what constitutes a quality job posting? To better understand what makes a good job posting, we examine specific examples and their results.Job TitlesThree jobs were posted on simplyhired.com, from comparable locations, for mid- to senior-level software engineers. The best-performing posts, numbers 1 and 2 below, were viewed by nearly twice as many people as job post number 3. Here are the titles along with the factors that helped determine their appeal to job seekers1. Senior Software Engineer/Software Architect2. Senior Software Developer3. Software Developer/Senior Software DeveloperIf you are willing to bestow a senior-level title on the right candidate, lead with that information. The first two jobs put the senior title first, while the third buries it after a mora junior title. A job title like post 3 might make a mid-level candidate question whether he is senior enough to apply, while a senior candidate might feel overqualified and not bother clicking on the listing.Varied terminology can help job listings show up in more searches and clarify candidates impressions of the role. Job post 1, the best performing title, uses the words engineer and architect in the same title, while job post 3 repeats the word developer. Make sure you include the most relevant, descriptive keywords in the title itself to be considered by the largest number of qualified candidates.Job DescriptionsOnce you have job seekers looking at your posting, the job description should encourage the most qualified candidates to click through and begin the application process. The following two job posts both have the title Graphic konzepter, but the descriptions vary greatly. Job A received more than twice as many clicks from applicants as Job B. Lets take a look at the reasons why.Here are the introductions for the two jobsJob A IntroductionGraphic Designer produces visual solutions for Companys retail and web channels, including Interior and exterior store signage, campaign and event collateral, direct mail marketing, advertising media, and web imagery, which includes homepage and email announcements. The ideal candidate has imaginative flair, is aware of current visual trends for retailers in our industry, has extensive knowledge of the latest computer design software, and an understanding of material costs and time limits which can impact projects.Job B IntroductionWere looking for a Graphic Designer who thrives off using design to make a business more efficient and in collaboration to the businesses overall marketing strategy. Someone who thinks outside of the box, and can take their design concept across different medias such as Print, Web, Products, Advertising and Social Media. We hope to find someone that enjoys a high-energy environment, as much as we do, an d is motivated and enthusiastic.This person should have an interest in our industry and wants to work with a company that is at the top of their industry game. This position can offer you the chance to have your work seen anywhere, we need someone who is able to stay on task, by schauplatz priorities, and doesnt get sidetracked by the everyday duties such as phone calls and emails.Candidates should have a degree in design or similar field. If candidates do not have a degree in design or related field, they should have at least 2 years experience in the field.The introduction to Job A is short and to the point. It clearly calls out the major duties of the graphic designer and gives a brief list of important personal characteristics. Job Bs introduction is twice as long due to its use of clichs and catch phrases (e.g., think outside the box, top of their game).Job RequirementsEach of the two jobs detail the requirements for the job both in an easy-to-read bulleted format.Job A provid es a snapshot of what the designers day-to-day duties might look like under the essential job functions. The list starts with concrete actions and then progresses to softer skills (think creatively, work within deadlines). Job A then lists the knowledge and skill requirements needed for the job. Again Job As list starts with explicit concrete requirements (degree, software proficiency) and then moves to softer skills (motivated committed), and completes the list with nice to haves (Knowledge of Word, etc. a positiv).Job B jumps straight to the requirements section, but intersperses nice-to-have qualities with required skills.Job A RequirementsEssential Job FunctionsDesign collateral including all exterior/interior signage, event signage, product brochures, sale flyers and couponsDevelop original campaign graphics for special projects and major retail eventsDesign web graphics for homepage, web banners, email announcements, and social media contentManage printing production process with print vendorsThink creatively to produce new ideasWork well with tight deadline constraintsPerform other tasks and responsibilities not yet identified, deriving from the changing need of the businessJob RequirementsGraphics Design degree and 3-5 years of professional design work experienceStrong writing and communication skillsExpertise in desktop publishing tools such as InDesign, Illustrator, Photoshop, Dreamweaver and FlashAbility to develop strategies for layouts and artistic concepts and create visual images that engage, attract and sell conceptsHighly motivated committed to the development of high-quality work and personal productivityWorking knowledge of Word, Excel, Outlook Access a plus.Job B RequirementsAll candidates should meet the following additional requirementsProficient on Mac with knowledge of PCProficient in Microsoft Word with knowledge of PowerPoint and ExcelProficient in Adobe Creative Suite including Illustrator, InDesign and PhotoshopPhotoshop retouchi ng skills a plusBasic web knowledgeVideo, editing, or motion skills a plusStrong typography skills with an eye for cohesiveness and brandingStays current on our industrys trendsAbility to copy write and proof readHighly organized with attention to detailKnowledge of and experience with Social MediaAbility to work independently with little supervision, as well as, in a teamAbility to juggle multiple projects often under a tight deadlineComfortable with input, criticism and changesBoth jobs finish by listing company benefits and instructions on how to apply for the job. Although the two job postings are similar in length and look for similar candidates, Job A received more than twice as many clicks as Job B. By clearly and articulately laying out the functions and requirements of the job, candidates were able to quickly browse Job As description, decide if they were a fit for the job, and apply.Job seekers looking at Job Bs description were faced with the more daunting task of wading through the initial rhetoric to understand what the job required. They also needed to mentally reorder the skills list to determine which skills were required and which were merely nice-to-haves. Faced with this challenge, more than half of the qualified candidates who might have applied to Job B decided to keep looking and ultimately applied to other jobs.Read Related ArticlesYour Message or Theirs? Take Control of Your Employer Brand