8 Tips on Making the Job Description Stand Out

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Nowadays, the majority of job descriptions look the same. They have the same structure and use the same phrases as if HR professionals had read the same manual, “How to write a job description.” Fortunately, there are some ways you can enrich and enhance your job description to make it stand out. Create a job description with the AIDA model. This model is convenient for structuring the copy of your job description.

Post Open Roles Faster with JazzHR’s New Job-Creation Experience

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That’s why we created an enhanced job-creation experience to help JazzHR users post open roles faster. Users can now create jobs in JazzHR in fewer steps for faster, a more seamless process. General Description. See a demo of JazzHR today.

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How to Write Job Descriptions that Lead to Better Hires

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A job description is usually one of the first things a prospective candidate reads when learning about an open position. A well-written description weeds out unqualified candidates and attracts desirable talent. When someone applies for a job, they’re looking for a way to make a living, but they’re also looking for somewhere they can spend eight hours a day and come home happy every evening. Vague descriptions lead to responses from unqualified applicants.

Guest Blog: 6 Common Mistakes In Job Descriptions That Scare Away Best Talent

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According to studies , an average job-seeker spends about 49 seconds on reading your post before deciding whether it’s a match for their skills and needs. However, many companies still waste their time, and the time of their candidates, with sub-par job descriptions. The job opportunities for experts are endless and if you really want to get the best employees, you need to focus on writing exceptional job descriptions. Guest Blog by Freddie Tubbs.

How to Format Your Resume for an ATS (like JazzHR)

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Whether you’ve lost your job as a result of the coronavirus or were already looking, start your job search by looking at your resume through the lens of a recruiter. As the pool of job seekers grows, it’s more important than ever to format your resume correctly.

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JazzHR Partners with VIZI to Drive Candidate Engagement

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JazzHR is thrilled to announce a partnership with VIZI, a software solution that transforms text-based job descriptions into visual, engaging brand experiences. Together, JazzHR and VIZI create a positive candidate experience and help employers attract and engage with more qualified applicants early in the candidate journey. For more on how to drive candidate conversion through a unique branded experience, schedule time with a JazzHR expert today.

4 Ways to Handle Candidate Negotiations like a Pro

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What motivates a candidate to leave his/her current job and join your team? Just as you screen candidates, today’s savvy job seeker conducts thorough research with set criteria to qualify their target companies. Pre-define a Job Description. The job description can build the foundation of staff management processes such as: Candidate selection Salary expectations Performance management Training.

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9 Must-have Documents for New HR Teams

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Job Descriptions. Articulate this with clear, detailed job descriptions. These job profiles help when you’re recruiting, but are also important to keep updated as roles at your company evolve. .

6 Methods for Talent Acquisition through JazzHR

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Reaching these job seekers takes time, effort and, most importantly, a strategic approach to talent acquisition. Spending too much time contacting candidates from one certain job board or channel, for example, can limit your reach. JazzHR is proud to offer a robust suite of talent acquisition tools, all designed to bring hiring teams an easy-to-use, diversified approach to finding the right candidates faster. Post to Job Boards.

6 Methods for Strategic Sourcing through JazzHR

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Reaching these job seekers takes time, effort and, most importantly, strategic sourcing. Spending too much time contacting candidates from one certain job board or channel, for example, can limit your reach. JazzHR is proud to offer a robust suite of strategic sourcing tools, all designed to bring hiring teams an easy-to-use, diversified approach to finding the right candidates faster. Post to Job Boards. Reach non-integrated job boards through Custom Job Links.

How Quality Career Pages Attract Quality Candidates

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Picture a job description for a technical writer that’s riddled with typos. Here’s how a high-quality careers page encourages high-quality job applicants to consider your opportunities. . The majority of job seekers start their search on mobile devices.

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3 Ways to Boost Your Candidate Pipeline

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Check out a few suggestions for boosting the number of candidates flowing into your JazzHR account: 1) Make sure your job posting is engaging. It’s important to make a distinction between the job posting and the job description. The purpose of the job posting is to engage applicants and encourage them to apply for the position with your company. 2) Widely syndicate your job. Hiring successful candidates all starts with qualified applicants.

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Closing the Skills Gap for Recent College Grads

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As the employment market continues to favor job seekers, there will be far fewer unemployed skilled workers. To overcome this skills gap , consider the following advice: Commit to providing on-the-job training. So-called entry level positions that require more than one year of experience exclude this group of job seekers – and that could be a major mistake. Encourage job seekers to gain additional certifications. Sign up for a free trial of JazzHR today.

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3 Ways to Ensure Transparency with Candidates in 2020

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In 2020, don’t beat-around-the-bush about job specifics, compensation and hiring timelines. Craft specific, truthful job descriptions . Write job descriptions that honestly reflect the positions you’re looking to fill. .

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3 Easy Ways to Boost Your Employer Brand

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In a crowded job market, your company’s employer brand is more important than ever. If a portion of your candidate pool doesn’t feel welcome at your organization, they’ll be less likely to apply for open jobs. Therefore, it’s best practice to use more inclusive and straightforward titles like “developer” or “sales representative” in your job descriptions. Also consider the type of benefits you highlight in job listings.

Identifying and Developing Candidate Personas

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All of this will help you frame your employer brand and current job opportunities in a way that will resonate deeply. . A candidate persona is a character that represents your ideal job candidate. The aim is to create one candidate persona for each job type.

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Workout of the Week: Build Your Brand Muscle

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JazzHR is coaching recruiting professionals on how to get their hiring in shape for 2020. About 70% of candidates report that employer branding is essential when considering a job offer. Listings on job boards.

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New Report: The State of Employer Branding and Recruitment Advertising

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JazzHR partnered with HR.com’s HR Research Institute to produce the “The State of Employer Branding and Recruitment Advertising.” Less than half of survey respondents said their employer brand does a good or excellent job of attracting qualified candidates.

5 Best Practices for Hiring Veterans

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JazzHR would like to thank the men and women who are currently serving or have served in the past. This year, we’re honoring our veterans by providing guidance on how to reach this market of hard-working job seekers. Make these organizations aware of your open roles, and let them know your interest in veteran job seekers specifically. Post to military-friendly job boards. JazzHR is proud to integrate with Hire a Hero to help you reach job seekers who have served.

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Tips for Creating a Positive Candidate Experience

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To accomplish this, establish a well-developed, easily navigable careers page that contains a clear, well-articulated job description for each open role. At each touchpoint, let job seekers know when you will follow up.

3 Ways to Master Next Year’s Candidate-Driven Market

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Attract Top Talent with Job Flexibility. In many industries, jobs can survive — and even thrive — when employees are permitted to work remotely or on flexible schedules. . A growing number of job seekers cite work flexibility as a top consideration.

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4 Tips for Hiring Recent College Grads

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If your job openings look like dead ends to candidates, recent grads may pass them over for positions that can offer a clearer path forward. HR leaders should sit down with department stakeholders to assess job descriptions and plan out potential career paths. Speak with local education leaders to learn about promising job candidates. For more tips on optimizing your hiring process, check out a free demonstration of JazzHR today.

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5 Ways to Narrow Down Your Candidate Pool When Filling a Role

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Make your descriptions more specific. If your HR department is getting bombarded with unqualified applicants, the problem could lie within your job descriptions. A valuable description is not so vague that it encourages everyone to throw his or her resume on to the pile. If a specific skill is an absolute requirement of the position, make sure it is included in the description and explain why it is necessary.

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What the U.S. Census’s Hiring Spree Can Teach SMBs About Recruiting in a Crowded Job Market

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But as SMBs know, hiring in today’s job market can be challenging – to say the least. Still, 48% of job seekers apply at least three months ahead of time for seasonal positions. In fact, 73% of applicants abandon job applications if they take longer than 15 minutes.

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5 Considerations When You Start an HR Department

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When you first started at an organization, you may have learned what was expected of you based on a preliminary debriefing or job description. Launching a new HR department can be hard, but JazzHR is here to help. Guest blog by John Kline.

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5 Tips for Attracting the Millennial Candidate

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From writing the job description to knowing where to post the job — and having the budget to do so — brings added research, which can cost you time you don’t necessarily have. Here are 5 tips for attracting the millennial job seeker: Keep it short. Millennial candidates are accustomed to browsing digital content from mobile devices, which don’t lend themselves to displaying lengthy job descriptions well.

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Employer Brand Optimization: How HR Can Help

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This combination of knowledge is vital to the construction of optimized job descriptions and effective employer marketing solutions. For many companies, the only time prospective candidates can catch a glimpse of the EVP is in a job posting. Typically, a candidate comes across a listing online, reads the job’s description and responsibilities and benefits. The description of benefits is often lackluster. Branding has many uses beyond marketing.

How to Prevent Candidates from Ghosting You

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In a tight job market, job seekers hold much of the power. In other other words, if candidates feel ignored during the hiring process, they will expect similar treatment on the job. Ask questions about the job description, application process and interactions with recruiters and hiring managers. According to Workable, the average time to fill a position is 43 days , which is a long time for many job seekers.

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It’s Time for an Employer Brand Audit in 2020

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A 2018 reputation management study found that nearly 70% of candidates identified an employer’s brand as being essential to their job acceptance decision. Current job opportunities. They look for this information across review sites, social media and industry publications, as well as your company website and job board. Provide up-to-date job descriptions. Publish the latest opportunities on your careers page and job boards with automation tools.

Disruptive Interview Tactics to Improve Quality of Hire

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Sure, HR knows all of the job descriptions, but have they actually performed the job? No one knows more about a job than someone who has had to sit down for eight hours a day, five days a week and do the job. If you’re interested in learning more about how to jazz up your interview process, try JazzHR for free today! The post Disruptive Interview Tactics to Improve Quality of Hire appeared first on JazzHR Notes.

Candidate Experience vs Candidate Engagement: What’s the Difference?

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In a hyper-competitive job market, hiring teams need to use every available tool to attract top talent. Though these terms may sound alike, they are distinct concepts: Candidate experience is how job seekers feel about an employer’s recruiting, hiring and onboarding processes. Candidate engagement is the process of communicating with job seekers in the recruitment pipeline. Sign up for a free demo of JazzHR to learn more about how to maximize your recruitment pipeline.

Why You Need to Measure Candidate Engagement and Satisfaction Together

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Application completion rate — Divide the number of completed job applications by the total number of applications that have been started. The career page and job description. Request a free JazzHR demo to see how an ATS can help you easily gather insights through reports and candidate satisfaction surveys. The post Why You Need to Measure Candidate Engagement and Satisfaction Together appeared first on JazzHR Notes.

How a Candidate Experience Survey Can Boost Talent Acquisition

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According to the Talent Board 2019 North American Candidate Experience Research Report, just 25% of job seekers rate their candidate experiences as having been “great.” Job description.

Tips on How to Design the Right Interview

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They measure job-specific competencies that are vital for the role since they are tied to the KSAs you identified in your job analysis and job description. That’s the theory behind a behavioral interview, where you’re asking a candidate to “Tell me about a time when…” Those KSAs you defined in the job analysis phase? The post Tips on How to Design the Right Interview appeared first on JazzHR Notes.

3 disruptive tactics to overhaul your candidate experience

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One reason hiring managers may want to change the way they interact with candidates is that doing so can improve how the organization is viewed within the job market, making it more desirable to qualified candidates. Managers should look for pain points candidates experienced when applying for a job. This kind of exercise can be very helpful for HR managers who want to update job descriptions and make their hiring process more efficient.

Go Mobile Before Your Candidates Are Gone

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Experts forecasting the latest recruiting trends say with the advent of mobile job apps, big brand job boards like Indeed and Monster will be the next dinosaurs of the HCM market. But the recent multi-million dollar acquisition of Monster , by staffing firm Randstad, shows there’s still inherent value in today’s automated job boards – so long as they remain where candidates are.

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The 4 Fastest Growing Industries and How to Hire for Them

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Recruiters should write job descriptions that accurately portray the type of work employees will perform daily. To learn more about how to reduce time-to-hire and improve retention rates, schedule a free demo of JazzHR today. The post The 4 Fastest Growing Industries and How to Hire for Them appeared first on JazzHR Notes. Here’s how to hire for positions that are in the fastest growing industries according to the Bureau of Labor Statistics: 1.

The true cost of a great hire

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Poor management practices, toxic work environments and poorly written job descriptions can all contribute to a hire that is less than satisfactory. Determining the quality of a hire before a job offer is made can be a difficult challenge. To learn more about how to track metrics along your recruitment pipeline, schedule a free demo of JazzHR today. The post The true cost of a great hire appeared first on JazzHR Notes.

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Navigating the Candidate Journey

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For employers, that means the availability of talent is low and there may be fewer candidates per job opening. Just beginning the process of looking for a new job can be time consuming, tedious and stressful. Finding job openings, filling out applications and waiting to hear back from employers are all examples of recurring challenges at the very start of the process. Remember: The job market is competitive and top candidates have the ability to be discerning and selective.

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How an Integrated Video Strategy Improves Candidate Engagement Metrics

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In the recruitment process, video can make your organization more accessible to job seekers. Not only can companies make videos to engage candidates, but job seekers can also use video to promote their skills and experience. These days, job posts get hundreds of replies, which can be very overwhelming for recruiters and hiring managers. Video presents a new way to seek information, and it takes up less time – something busy job seekers will appreciate.