As a staffing firm, you know the importance of crafting compelling job postings – it makes or breaks your chances of finding top talent. But what is the difference between an average posting and one that draws in the best of the best candidates? This blog dives into how to craft your job postings for optimum success in lead generation for staffing.

lead generation for staffing

First impressions matter
Remember that your job posting is in many cases, a candidate’s first impression of your company. How do you want to be received? What many tend to forget is that your tone of writing matters. This speaks volumes to candidates, highlighting what you value, and even provides a glimpse into your company culture. The more authentic you are able to portray your company, the more likely the right type of candidate is to apply.

Carefully craft your job title
Your job title is the first thing a candidate sees – make sure it is accurate, representative of the role, clear, and concise. Don’t try to get too creative here and use terms that other companies aren’t using for similar roles, as this just confuses the candidate, and you may miss out on a great fit. Be as specific as possible, for example, saying “.NET software developer” instead of just “developer”. This also helps to avoid candidates who don’t have the experience required applying. Also keep in mind that your job title will be found by someone typing in a search. The more relevant your job title is to their search, the more often it will be found. If you type in “Entry-Level .Net Developer” and people are simply searching for “.Net Developer” then you will be farther down the list, possibly very far, because you put Entry-Level in front. Word prioritization is a big part of getting candidates to see your posting.

Be genuine
A job posting gives candidates a chance to see if they see themselves not only working for your type of company, but also doing the type of work that you specify. The worst thing to do is make empty promises that a candidate won’t ever actually work on – be as truthful and to the point in your job description as possible so that candidates get an accurate picture of what their scope of work may look like. staffing firm website

Get to the point!
No one needs to know a novels-length’s worth of potential tasks they may be assigned. To be effective, stay within 300-700 words in your posting. Candidates want to know what the role entails, but not necessarily the nitty-gritty day-to-day details. Provide a solid overview of the position in as few words as possible.

Show some flare
Like we mentioned previously, company culture matters to many candidates and is a key component in successful lead generation for staffing. While your job posting is mainly focused on specific role, it is important to give a candidate a taste of who you are as potential colleagues as well. If your company is more laid back and conversational, show that in your writing! Feel free to mention perks and/or company outings/bonding activities your company hosts as well. The more information you provide, the better a candidate is able to determine if they see themselves fitting in well.

Are you ready to take your job postings to the next level? Need help getting started? Let us know and we’re glad to show you the way! For other tips on lead generation for staffing, check out our other blogs or reach out to us and we’d love to chat!

About S.J.Hemley Marketing
S.J.Hemley Marketing is a marketing and sales consulting firm focused on driving tangible results for professional services firms. Brand matters, but not without ROI. With over 20 years of sales and marketing experience within staffing and recruiting, we have helped to drive successful branding, sales training, lead generation activities as well as defining marketing strategy for top organizations.