The COVID-19 pandemic changed the world as we knew it. Work from home became more prominent, meetings and conferences started being held via video, and remotely hiring employees without meeting them in-person began a new method in the onboarding process.
However, now that life seems to be looking more like it did pre-pandemic, some things may be here to stay. Consider recruiting employees—from the job posting to the interview. An article from Fast Company says we are in the midst of the “Great Resignation,” a shift in employee mindset from “living to work” to “working to live.” 2020 proved challenging for many employees across almost all industries. And from what we can see, they’re not just getting burnt out, they’re rethinking their career trajectories.
For employers and recruiters this means recruiting based on the desires of the person searching for a new role on a new team, vs. sending out a standard job description and seeing who, if anyone, bites.
Tips for Crafting the Best Job Posting
The simple task of writing a job posting has changed. Instead of a long list of skills and daily tasks for the role, try starting the process by asking yourself a few questions and following this process:
- Why is this position open and why do we need to fill it?
- How urgently does this position need to be filled?
- What kind of person is needed to fit company culture?
- What skills are needed?
- Is there opportunity for growth with this role?
Use the answers to these questions as a starting point on building the job description and the job posting details.
Compensation: To include or exclude.
In terms of compensation, job seekers are often looking for straight-forward answers. Before publishing the job description/posting, do your market research to be certain that what you’re offering meets or exceeds job market expectations. No longer are the days of posting job listings without compensation information. If someone can’t figure out how much they’ll be paid, they’ll look elsewhere.
How to structure your posting and things to avoid.
First, keep it short, simple, and to the point. Your job listing should be no longer than 700 words. The longer it gets, the more inadvertent rambling will occur. Get to the point and “sell” the position. Answer the “why” behind the post. For example, “Why is this job better than any of the others a candidate could apply for?”
And don’t forget to brag! Recruiters and business owners forget to share business recognition, its achievements, and all of the good they have done in their community.
Furthermore, the job title and responsibilities have to be crystal clear. If they aren’t, the candidate will find out sooner or later. One way of keeping your job listing focused is by not using “hype” words (i.e., rockstar, wiz, champion). Using hype words can set unreasonable expectations for the role.
Post-Pandemic Recruiting Tips
There’s more to recruiting than just crafting a flawless job posting. Personal interaction with candidates, even while virtual, is more important than ever. Here are a few things to consider that may have not been part of your repertoire pre-pandemic.
Diversity, equity, and inclusion will play a huge role in hiring.
70% of job seekers said they want to work for a company that demonstrates a commitment to diversity and inclusion. Despite this, 47% of talent professionals told LinkedIn that hiring managers are not held accountable for interviewing a diverse slate of candidates.
If you want to hire the top talent in your industry, you need to adapt to the criteria of the top talent.
If you need fast-learning candidates, look internally.
The people that know the most about your business, and can most likely learn even more, quicker, are the employees that are already working for you. LinkedIn data shows internal mobility is up 20% since the beginning of the pandemic. Further, 50% believe they’ll see a decrease in their recruiting budget, while 66% believe they’ll see an increase to their learning and development budget.
Virtual and remote hiring is here to stay. Elevate the candidate experience.
Among other things, 2020 changed the way business owners and employees view the recruiting, new hire, and onboarding process. This last year introduced a new way of life (e.g. remote work) to which current and future employees have likely become accustomed. For this reason, it’s also a great idea to develop a comprehensive onboarding plan that serves the needs of both remote and in-person work environments.
With the ‘Great Resignation’ ahead, the thought of beginning hiring processes can be incredibly intimidating…but it shouldn’t be. As a PEO, it’s our job to assist and prepare you for all things HR-related. For more comprehensive resources for you to use whenever you begin your hiring process, download our remote onboarding checklist.
 SHRM: 2021 Recruiting Trends Shaped by the Pandemic