Do’s and Don’t’s of Job Posting

I hope you all had a recharging holiday season and already kicking down doors in the new year! For some of you, I’m sure you are looking at your business and building your team. I myself have been there and have learned along the way on how to bring the best possible applicants to the table. SoOo, today I wanted to share some of those tips so when you’re posting a job for a VA or anyone else for your team, you are creating attractive and effective job postings. 

Here are my do’s and don’ts of job posting descriptions.DO: Write a good job description

This might be obvious, but you do have to go beyond the ‘Musician seeking Virtual Assistant’ or ‘Seeking Graphic Designer’. You want to be clear and concise in your job description. When writing a job posting, focus on the essential details. Include key responsibilities of the job and be specific with what you are looking for. What helps me is to sit down and write out all the daily, weekly or monthly tasks I expect from the person as this is the ground level of what the job entails.

DON’T: Start hiring before you are prepared

You want to make sure that you have the right accommodations to expand your team. Growth is great, but you must have a clear idea of what you need and what can work for you financially. You don’t want to go in blind or lead candidates on.

DO: Clarify what’s required and what’s desired

Some skills may be essential for the success of the candidate; others are desirable but can be learned on the job. Make it clear which skills fall in which category to help applicants make the right choice when deciding to apply. This is also an opportunity to hear from them how they would handle learning a new task!

DON’T: Make the application excessively lengthy

A survey found that 60% of applicants who thought an application was too complex or long would likely not even try to apply. As mentioned in the first “DO”, keep it clear and concise. A somewhat long application is perfectly fine in order to be thorough, but at a certain point applications can simply become far too extensive. 

DO: Get enthusiastic

Enthusiasm can show through how your job description is written and can really sell on applicants to apply! Discuss growth and expansion opportunities that that person can be included on if both of you are successful!

DON’T: Try to eliminate bad candidates

If you’ve had a bad fit in that role before, it can be tempting to write a job posting to turn away similar candidates. Avoid this urge; instead, write for the ideal candidate, not the “not bad” candidate. Keep negativity out of your job posting.

DO: Reply to all candidates

Even if it’s not a good fit, do try to reply to all candidates. They deserve to know if you’re considering them for the job or not. And make sure to be timely about it. Taking weeks to respond is not professional to an applicant.

I hope you find this helpful in your endeavors of building your team! If you have a job description you’d like me to review, shoot it over! I’m happy to give feedback and help you build your support team. :)Cheers,

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