Four Tips for a Strong Job Posting

A strong job posting is a crucial part of an organization’s hiring process. As the economy improves, organizations are growing more concerned with attracting and retaining talent. In a 2015 study, Travelers created a Business Risk Index Summary. This study found that organizations were more concerned with talent acquisition then they had been the previous year. 53% of businesses surveyed said they worried about attracting talent. Additionally, 14% of organizations felt that organizations were not prepared to cope with the challenges presented by employee acquisition and retention.

Attracting the right employees takes planning, but is something any organization can do. Here are three tips for more effective job postings.

1. Make Sure the Job Title is Descriptive found that job titles that were descriptive, such as “Marketing and Events Coordinator”, got significantly more traffic than those with less descriptive names, such as “Marketing II”. Make sure the job title both accurately represents the position and avoids generic labels.

2. Have a Realistic and Thorough Job Description

Make sure the job description makes it clear what you expect from a strong applicant, including qualifications, certifications, or availability. The description should include the tasks that the hired candidate will perform on the job.

If you’re looking to hire a person who can lift 200 lbs, be aware that some organizations often use “feminine” language when creating certain job postings. Words like “nurturing” and “caregiving” are often at the forefront, which may not be the image you’re looking to project.

Similarly, avoid emphasizing education or experience requirements unless they are necessary to the position.

3. Make the Online Submission Process Simple

Be clear about required materials, including information on resume format, references, or salary requirements. Make it as easy as possible to submit (ex. allow attachments instead of requiring employees to fill out an online form with information redundant to their resume).

4. Mention Any Non-Pay-Related Perks of the Job

Make sure the post presents your organization in a favorable light and gives the applicant a good idea of company culture.

Pay is not the only factor for employees when considering a job (or changing jobs). If your organization allows flexible schedules, the ability for employees to apply for opens shifts internally, or a strong benefits package, be sure to emphasize those facts in the job posting.

Illinois Blocks Funding for Overtime

Home care workers in Illinois will no longer be allowed to work overtime, after Governor Bruce Rauner vetoed Senate Bill 261 on Friday, January 27.

The bill would have prohibited Illinois from limiting the number of weekly hours worked by individual providers. The Illinois Department of Human Services (IDHS) attempted to address overtime being worked by individual providers in the aftermath of a ruling granting overtime and minimum wage protections to home care workers. Ultimately, the agency took into account the safety of the workers in the taxpayer-funded Home Service Program as well as the increase in costs for agencies that resulted from the original ruling. IDHS has proposed policy that would allow overtime in “appropriate circumstances” and allow the state to put limits on overtime hours.

While Illinois is restricting overtime in an effort to curb state spending, other states are grappling with new policies that are adding costs to providers. Policies in Maine and California are having a more positive impact on care workers, but not so much on agencies.

California recently passed an increase to $15 per hour by 2022 in addition to adding three more sick days for in-home care workers. Maine’s minimum wage will increase to $12 per hour by 2020.