Are you looking for employees? How to find the best, by an expert



Digital job vacancies are taking the internet by storm. That said, if you’re an employer looking for the best fit to join your team, you don’t just need to find the right person.

You need to know how to create the optimal job posting to catch the eye of career contenders, who may be the perfect fit. if you put skills, job responsibilities and other key information on the table correctly.

Let’s start with the basics. Where to post jobs isn’t the many-year-old norm, with a simple Help Wanted ad in the newspaper with a phone number and a two-word job title. Now you need to know how to find employees, some of the best job search engines to do it, and the best way to hire.

Enter ZipRecruiter: one of the best job search sites where employers can post jobs for free. As a recent college graduate, I can attest that the vast network helped me find my current position, through their email newsletter with job postings related to what I was looking for.

But, we are not talking about the candidates. We focus on employers – how to write your job posting to find the best employees. Think of it as a professional CV, but backwards; you want someone who can improve your results and start the day with bright and fresh ideas.

We spoke with Public Relations Advisor, Ethicist and Strategic Advisor Mr. Larry Litwin to recap the basics of what to dazzle your job posting with (and what not to). With his expertise and 360-degree view of the industry as a whole, you’ll be glad you absorbed these fundamental notes.

Going forward, find out how to frame your job posting to find the best employees, from highlighting recommended skills to including salary.

Promote inclusiveness when hiring

Especially in today’s era, Litwin believes that addressing inclusiveness on matters relating to your work environment is one of the “top three tips employers should keep in mind when developing a job offer “.

Whether it is detailing a series of workshops that all employees must comply with or simply a short statement declaring an impartial position towards race, gender, sexual orientation, political affiliation or otherwise, a simple phrase can go a long way in making a candidate feel comfortable and recognized in a work environment.

Include a salary scale for more transparency

Further advice, Litwin believes that adding a salary range to a job description “eliminates those who are far from the job.” That said, it is easier for a candidate to compare different offers (and maybe choose your own) if there is a specific number in mind that is more appealing, along with other aspects – like responsibilities and responsibilities. advantages – taken into account.

On a related note, if an employer knows precisely how much they are willing to offer for a given position, Litwin recommends adding a clause of “Compensation at discretion of experiences – may play a role in the compensation offer. final.

Be direct, but always use buzzwords

When you list a skill set related to the position you are looking to fill, list them in the “experience” section of your advertisement. Litwin advises sticking to the most important skills, emphasizing that in most cases some can be learned on the job.

But, he recommends emphasizing “special or unique skills” to target those that are not essential, but encourages those that may come with additional compensation for the candidate, thus increasing the appeal of your job posting.

In addition to technical skills like Excel or QuickBooks, Litwin recommends looking into the following buzzwords: adaptability, analytical thinking, proactivity, empathy and resilience. And make sure you incorporate them in such a way that the job description is precise and clear to the candidate.

Provide an email address so the candidate can contact you


This tip is important, especially since many online job postings do not contain one, which can deter a candidate from applying. As someone looking for a job earlier this year, it was a huge reject for an employer to ignore a point of contact.

“I would include an email specific to this job and this ad,” Litwin said. Creating a separate email account for your post can make everything streamlined and easy to access.

Since the omission of a contact email address can seemingly turn into a black hole of applicants (and a missed opportunity for follow-up), Litwin advises that an email address should be published on a job posting. employment written by the employer.

Pay attention to any disclosure of COVID-19

Although 2020 has been an unprecedented time to apply for jobs, the effects of COVID-19 are still happening in the workspace, including wearing masks, requiring proof of vaccination, and adoption. a flexible or “hybrid” schedule.

Litwin believes that it is a good practice to address certain established company-wide policies on a job posting. Of course, this tip depends on the geographic region and CDC guidelines.

Benefits for overtime attract applicants – to be included where applicable

Speaking with Litwin, he drew this tip from his old experience working at a radio station, which provided him with a double time and a half for overtime.

As an employer, if the position you’re hiring for is tied to overtime (and extra pay) at certain times of the year, Litwin strongly recommends including this, along with an extra pay note. “You don’t know how much of an advantage this is for a lot of people,” he adds.

Highlight all the benefits for healthcare

Let’s face it – when it comes to employer-sponsored benefits, one of the first that comes to mind is health care. That said, Litwin believes your company-wide healthcare policy should be addressed in a job posting, even if it simply says, “healthcare benefits are included.”

Although healthcare should be included in a job posting, according to Litwin, not everyone the benefits should be. For example, he thinks vacation, personal days, and sick days should be omitted and reserved for a possible letter of offer.

Take newbie candidates with a grain of salt

As many freshly graduated applicants may have only had one college internship experience (not to mention virtual experiences these days), it’s important to take their experience with a grain of salt.

Although Litwin advises against applicants including high school experience in applications if they have graduated from college, it is important that employers be hesitant when requesting a specific “years of experience” requirement. .

And, be clear about this: Does three years of experience include internships and other forms of work, or are they limited to full-time roles only? Personally, I used to scroll through the number of years of experience and always take it with care, especially if the job description seemed to match my skills. Employers must therefore also be attentive.

Attach an application deadline and an expected start date


As an employer, even if you don’t have a confirmed start date, go for an estimated range. This helps a candidate detect whether a job posting is on schedule or too out of bounds for him.

“It’s important that employers have a deadline to apply and an expected start date for the job,” Litwin said.

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