JOB ATTRACTIVENESS IN THE MARKET
INTRO

Knowing how to make the difference between employer attractiveness and job attractiveness is a skill that few HR professionals’ possess and even fewer use. Cream-of-the-crop candidates don’t have the same approach as most candidates. Top performers don’t just want another job; they want better jobs …

So ask yourself: why would they choose yours?

PRACTICAL EXPERIENCE

For many, being attractive simply translates into how many applications you receive. As relevant this indicator may seem, professionals’ tasks with recruiting for key jobs should know better. However, most job ads are written towards candidates who need a job. These ads are overstuffed with skills and duties and are often negative in tone. They simply do not inspire the best to apply.

SOLUTION IN PRACTICE
  • Evaluating and profiling the job (believe it or not, a job is a product you sell to a niche market)
  • Identifying the relevant audience (including evaluating if the job is a candidate for internal advertising)
  • Designing better adverts (that have higher chances to resonate with your target audience)
  • Posting in the right places (including budget optimization)
  • Designing initial filtering criteria (resulting in less time spent in the process of building a good short-list)
  • Marketing the Job From Offer to first Day