THE TECHNACIOUS RECRUITER NEWSLETTER

October 22, 2009   view past issues

Our newsletter is
brought to you by





The Two-Part Job Posting

Given the recent reports about the potential adverse impact of relying exclusively on social networking for candidate sourcing, more and more employers and recruiters are now returning to or increasingly their use of online recruitment advertising. To be effective, however, they must also find a way to do so without the much publicized downside of job postings-in today’s economy, they generate a lot of applicants and, often, many of them are unqualified. How can you do that? Use the two-part job posting.

The two-part job posting includes both a nontraditional description of a position’s requirements and responsibilities and a set of questions designed to pre-screen applicants. The former provides information that will particularly appeal to passive (as well as active) candidates, while the latter ensures that the most qualified of those individuals get brought quickly to your recruiting team’s attention.

Part 1: Nontraditional Content

Most of us consider the passive job seeker to be the gold standard of candidates, yet passive job seekers aren’t job seekers at all. At best, they are prospects. Unlike active job seekers, they have to be persuaded to apply. To put it another way, active job seekers need only to be informed; passive prospects have to be sold.

While they don’t take the initiative, however, passive prospects are interested in seeing career advancement opportunities. They identify these openings not by evaluating the traditional markers of a job-its requirements and responsibilities-but by assessing the answers to 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?
  • Requirements and responsibilities describe what’s important about a job from an employer’s perspective. This nontraditional content presents your opportunity from the prospect’s point of view. It focuses on “what’s in it for them” and, as a result, is much more likely to sell passive prospects on your opening.

    Part 2: A Pre-Qualifying Screen

    The nontraditional content in a job posting should be followed by a set of five-to-seven pre-screening questions. These questions should be designed to elicit two kinds of information from the prospect:

  • Proof that they meet the minimum requirements to perform the job satisfactorily;
  • and

  • Other data that might affect their fit for the position and would typically be collected during a telephonic pre-screen (e.g., their willingness to travel, their availability).
  • To acquire such information, the questions should focus on key competencies expressed in a multiple choice or true-false format. If possible, at least one of the questions should be a knock-out, automatically disqualifying anyone who answers incorrectly.

    In addition, the questions should be preceded by a short introduction which explains that:

  • the questions are designed to enable your organization to focus on those applicants who are most qualified for the opening;
  • and

  • the questions must be answered if a person wants to be considered a bona fide applicant for the opening.
  • This introduction will dramatically increase self-selection among candidates. First, it will encourage those who are not qualified for a job to refrain from applying because they know they will automatically be disqualified. To put it more bluntly, they will be forced to see applying as a waste of their time. Second, it will encourage those who are qualified for a position to apply because they know their capabilities will be recognized and they won’t get lost in the herd of applicants. The process will accord them the priority attention they believe they deserve.

    Will it be difficult to implement this two-part job posting?

    It shouldn’t be. While it does represent a change in the way applicants are currently processed, the functionality for such an ad is not all that different from the capability of today’s online application forms. They can be installed, therefore, both in the Career area on a corporate Web-site and on job boards. Optimally, the responses they generate would then be automatically graded and one of two tailored messages dispatched to the individual: either a statement confirming that they are qualified for the opening accompanied by an invitation to submit their resume or a statement that they are not considered qualified for the opening together with an expression of gratitude for their interest in the employer.

    Much of the recent debate over online recruitment advertising has been of the go-no go variety. Either you should do it or you shouldn’t. Given that the War for the Best Talent still rumbles on, I think a better line of discussion is how best to do such advertising better. The two-part job posting is a step in that direction.

    Thanks for reading,

    Peter

    Visit me at CarerFitness.com

    P.S. Please tell your friends and colleagues about WEDDLE’s Newsletter. They’ll appreciate your thoughtfulness, and so will we.


    Get WEDDLE’s Recruiting Bestsellers Today

    Hot off the presses, you can now order:

  • WEDDLE’s 2009/10 Guide to Employment Sites on the Internet. This widely acclaimed guide to the Web’s 100,000+ job boards and career portals has been completely updated so you can make smart buying decisions for your organization’s online recruitment advertising.

    This edition of the Guide, our 9th, introduces an entirely new format: The Top 100, our pick of the most effective job boards and career portals on the Web, and the Best & the Rest, a directory of over 10,000 sites organized by career field, industry and geographic focus. And at just $39.95, it’s a true recession buster, as well!

  • WEDDLE’s 2009/10 Guide to Association Web Sites. The best talent are often members of their local, state, regional or national professional associations. This one-of-a-kind Guide enables you to determine which of those associations have the recruiting resources you need to connect with their members.

    The Association Guide lists over 3,000 associations by the career field, industry or location in which they specialize and indicates whether they have a job database, a resume database and/or a discussion area for professional networking. It is the only book of its kind in print and at just $49.95, it’s practically a steal.

  • How can you get these amazing resources? Click here to reach our online bookstore or call 203.964.1888 to order your copies of these truly unique recruiting guides.

    And don’t wait. Even if you’re not hiring at the moment, these books can be helpful to you. Their site profiles will enable you to pinpoint the best places online for recruiting, once the economy starts growing again. And if that takes longer to happen than you would like, these books also include useful information for a job search. So, don’t delay; get your WEDDLE’s Guides today!


    Our Featured Books

    Turning Your Career Back On After You’ve Been Laid Off

    Recruiting teams are being downsized all over the country. In that kind of environment, you have only two options. You can either take charge of your career or be overwhelmed by it.

    If you want to protect yourself from the unexpected–if you want a meaningful career, not a miserable one–you need Work Strong: Your Personal Career Fitness System. It’s Peter Weddle’s new book about building a strong, resilient and vital career, even in the face of a brutal recession.

    Designed specifically for the challenging workplace of the 21st Century:

    Work Strong not only tells you what to do for career success, but when, where and how to do it.

  • Career Fitness includes both a revolutionary philosophy of work and a regimen of daily, weekly and monthly activities that empower you to apply that philosophy to your career.
  • Using physical fitness as a metaphor, it introduces an approach to career self-management that is appropriate for everyone from seasoned recruiting professionals to talent acquisition executives and those who are just entering the field.
  • In today’s world of work, you need (and deserve) every advantage you can get. So, give yourself the one resource that will enable you to take charge of the one-third or more of your life you spend at work. Get Work Strong today!

    But don’t forget about others. Get Work Strong for yourself and for your spouse, your sons and daughters and even for your mother and father. Everyone deserves to Work Strong.

    To place your order, call WEDDLE’s at 203.964.1888 or click here. Don’t delay. Get Work Strong right away!

    If You Liked Who Moved My Cheese?, You’ll Love This!

    If you’re searching for more meaning in your career, if you want the time you spend on-the-job to be more fulfilling and rewarding for you, then read Peter Weddle’s new book Recognizing Richard Rabbit. Amazon described it as “a gentle way to figure out your dreams.”

    Recognizing Richard Rabbit is a fable for adults from 22 to 62 and older. It recounts the tale of some forest animals that try to help one of their friends, a rabbit that’s stuck in his hole. Their efforts to free him are laced with humor and insight and ultimately open a pathway to the secret of authentic living. To being your own true self.

    How does that happen? Unlike traditional fables, this story unfolds in two synchronized parts: one in fiction-the fable, the other in nonfiction-a parallel self-interview. In essence, you are invited to tap both the creative and the analytic sides of your brain-to probe the whole of your inherent talent-so you can climb out of whatever hole you may have fallen in and become the person you were meant to be.

    There’s nothing more important than that in today’s turbulent, demanding world of work. So, take care of yourself. Get your copy of Recognizing Richard Rabbit today. All you have to do is call WEDDLE’s at 203.964.1888 or click here. Don’t delay. Order right now.

    New Certification for HR Professionals

    One of the key roles HR professionals play in any organization is staff development. To execute that responsibility effectively, they must know how best to counsel employees on career issues and concerns.

    How do you acquire the expertise to do so? WEDDLE’s is proud to introduce the first-ever certification program in Career Fitness. Based on Peter Weddle’s new book, Work Strong: Your Personal Career Fitness System, this program provides all of the training and follow-up support you need to become a Career Fitness Pro (CFP) and counsel employees on both the key principles of career success in the 21st Century and the practical steps that will put those principles to work for them on-the-job.

    The Career Fitness Pro certification also offers two other very important benefits for you:

  • It will set you apart among your peers in the HR field
  • and

  • It will enhance the contribution you make to your employer.
  • In short, this certification will give you career security even in today’s turbulent workplace.

    To learn more, email Peter Weddle at peter@weddles.com or call at 203.964.1888.


    Our Featured Job Board

    Site Spotlite … from the pages of WEDDLE’s 2009/10 Guide to Employment Sites on the Internet.

    There are 50,000 job boards now in operation in North America and an equal number operating elsewhere around the world. The key to recruiting top talent online, therefore, is knowing where to find and how to select the best sites for each of your requirements. WEDDLE’s 2009/10 Guide profiles The Top 100 employment sites on the Web today and provides The Best & the Rest, a listing of over 10,000 such sites worldwide. It’s all of the information you need to determine which job boards will deliver the optimum yield for you. For example:

    CareerBank.com

    http://www.careerbank.com

    Post full time jobs: Yes

    Post part time, contract or consulting jobs: Yes-All

    Distribution of jobs: National-USA

    Fee to post a job: $301-350/posting

    Posting period: 60 days

    Can posting be linked to your site: Yes

    Resume database: Yes

    Number of resumes: 181,000+

    Source of resumes: Direct from individuals

    Top occupations among visitors: Finance & Accounting, Banking, Insurance, Mortgage

    Other services for employers: Assessment instruments, Automated resume agent, Banner advertising, Status Reports: postings & banners

    Member, International Association of Employment Web Sites: Yes


    Get WEDDLE’s Recruiting Bestsellers Today

    Hot off the presses, you can now order:

  • WEDDLE’s 2009/10 Guide to Employment Sites on the Internet. This widely acclaimed guide to the Web’s 100,000+ job boards and career portals has been completely updated so you can make smart buying decisions for your organization’s online recruitment advertising.

    This edition of the Guide, our 9th, introduces an entirely new format: The Top 100, our pick of the most effective job boards and career portals on the Web, and the Best & the Rest, a directory of over 10,000 sites organized by career field, industry and geographic focus. And at just $39.95, it’s a true recession buster, as well!

  • WEDDLE’s 2009/10 Guide to Association Web Sites. The best talent are often members of their local, state, regional or national professional associations. This one-of-a-kind Guide enables you to determine which of those associations have the recruiting resources you need to connect with their members.

    The Association Guide lists over 3,000 associations by the career field, industry or location in which they specialize and indicates whether they have a job database, a resume database and/or a discussion area for professional networking. It is the only book of its kind in print and at just $49.95, it’s practically a steal.

  • How can you get these amazing resources? Click here to reach our online bookstore or call 203.964.1888 to order your copies of these truly unique recruiting guides.

    And don’t wait. Even if you’re not hiring at the moment, these books can be helpful to you. Their site profiles will enable you to pinpoint the best places online for recruiting, once the economy starts growing again. And if that takes longer to happen than you would like, these books also include useful information for a job search. So, don’t delay; get your WEDDLE’s Guides today!