May 16, 2013   view past issues

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Order WEDDLE’s Directory Today

WEDDLE’s Directory of Employment Web Sites is a one-of-a-kind database of job boards, social media sites, career portals, aggregators, employment-related search engines, job ad distribution companies, recruitment blogs and other recruiter resources. Its 9,000+ entries are organized by occupational field, industry, geographic focus and other specializations (e.g., diversity, veterans).

If you want to:

  • Develop a pinpoint targeting strategy for your recruitment advertising,
  • Identify the best social media sites for connecting with top talent,
  • Improve the quality of the applicants you source online,
  • Sell products and services to job boards and other employment Web-sites
  • then the WEDDLE’s Directory is for you!

    The database is delivered to users online and is both internally searchable and suitable for downloading into a CRM system.

    The database will be released on June 1, 2013. To pre-order your copy, contact WEDDLE’s at 203-964-1888.

    Job Postings That Seduce Top Talent

    There are just five rules to writing a job posting that will seduce even the most passive high caliber candidates. They are the key to successful recruitment advertising, whether you’re posting your openings on a job board or a social media site, on a large and globally recognized site or a smaller, niche site with a particular specialization.

    Why are these rules so important? Because passive, high caliber candidates are different from everyone else in the workforce. They are almost always employed. In order to recruit them, therefore, you have to convince them to do the one thing we humans most hate to do: change. Your ad has to convince them to go from the devil they know – their current employer, boss and commute – to the devil they don’t know – a new employer, a different boss and an unfamiliar commute.

    Rule #1: Turn Titles into Magnets

    Job postings are not position descriptions; they are electronic sales brochures. Their purpose is to sell top candidates on the opportunity inherent in an opening. That can’t happen, however, unless they are attracted to an opening and intrigued enough to pause and read it. So, give your job posting titles a magnetic pull by using the three most important triggers to action among passive prospects, separating each with a dash:

  • Location – top talent want to work where they live so begin the title with the postal code abbreviation (e.g., CT) for the state in which the opening is located:
  • Skill – top talent want to see themselves in the job, not some HR job title (e.g., Programmer III) so next add the skill (e.g., C++ Programmer) they use to describe the work they do;
  • Sizzle – top talent are herd animals so ask the top performers in your organization why they came to work there and use that factor as the concluding element in your title.
  • So, here’s how a good title might look: CT-C++ Programmer-Great team with a unique project

    Rule #2: Develop Content for Them, Not You

    Requirements and responsibilities are words only recruiters could love. They say absolutely nothing important to top talent. Those prospects are interested in the same information, but they want it presented in a way that indicates “what’s in it for them.” So, describe your opening by answering five questions:

  • What will they get to do?
  • What will they get to learn?
  • What will they get to accomplish?
  • With whom will they get to work?
  • How will they be recognized and rewarded?
  • Rule #3: Sell First, Explain Later

    Passive candidates have the attention span of a gnat, so it’s critical that you lead with your strength when composing your ad. In effect, you have to convince them to read on before you can convince them your opening is right for them. So, begin every job posting with an enticement – a hard-hitting summary of why the position is a rare and extraordinary opportunity. First, tell them why it’s a dream job with a dream employer and then provide the details of “what’s in it for them.”

    Rule #4: Use a Format That Gnats Would Like

    Given the short attention span of passive candidates, you have to make your message accessible in the blink of an eye. These candidates aren’t looking for a job so they simply aren’t going to plow through the thick, pithy paragraphs of a typical job posting. The most they will do is scan your content so make it easy for them to do so. Replace your prose with headlines and bullets, so they can quickly get an accurate picture of the position and decide if it’s right for them.

    Rule #5: Get Them to Act Even if They Don’t Apply

    Writing a job posting for passive, high caliber candidates is an investment of your time and talent, so make sure you derive a meaningful return on that effort. The optimal response, of course, is an application, but if that doesn’t happen, make sure you have a fallback. Offer them two additional ways to act on your opportunity: give them the ability to refer the opening to a friend or colleague (because top talent know other top talent) and invite them to join your network of contacts so you can keep them informed of other openings in the future.

    Unfortunately, most job postings today are a modern medical miracle. They are a cure for insomnia in 500 words or less. To avoid that outcome, write your job postings using the five rules for seducing top talent. They’ll be much more likely to fall for your opening if you do.

    Thanks for reading,


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    Be At Your Best With the Best Tools

    The best recruiters use the best resources to get the job done. And, when it comes to reaching top talent online, their choice is clear. It’s WEDDLE’s Guides for Recruiting Success. Get yours today!

    WEDDLE’s 2011/12 Guide to Employment Sites on the Internet. This is the 10th edition of the Guide the American Staffing Association called the “Zagat” of job boards and social media sites.

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    Finding Needles in a Haystack. This one-of-a-kind guide lists over 25,000 keywords and keyword phrases, across 5,400 job and position titles in 28 industries and professions.

    Recruiters Have Careers Too

    And, in today’s economy, they need to protect them! Even the best of recruiters have found themselves laid off by their employer or at a dead end in their organization.

    How can you protect yourself?

    Get Peter Weddle’s new guide, The Career Fitness Workbook. It’s available at

    The book has a number of special features:

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    You Pick the Winners

    The recruiting field is awash in self-appointed pundits who opine that this site or that one is the best for acquiring top talent. But, they aren’t the people who know best. You are.

    That’s why we at WEDDLE’s hold the User’s Choice Awards every year. They are the only awards in the online employment services industry in which actual users – employers and recruiters, job seekers and career activists – get to pick the winners.

    So, let your voice be heard. The ballot necessarily lists only a small subset of the 100,000+ job boards and career portals now operating on the Web. You can pick some of them and/or nominate others … but the choice is yours.

    Please click here and cast your vote today.