When job seekers review your job postings, the job isn't the only thing they want to learn about. In fact, a study from Hassle Studios reports that job seekers care more about your company culture and workspace than the job's salary. With that in mind, explaining your company dynamic in your job postings can help you communicate with job seekers more effectively. Providing this information will also motivate the job seekers who are right for your company to apply.
Sometimes you'll have the opportunity to have a full company profile or company information, but other times you may only have room to add a brief description in the job posting itself. Either way, it's an important component for attracting the right people to the position.
When a job seeker finds multiple job postings on the web for the same position, they rely on the company information to figure out which employer is a better fit for them. If you want job seekers to choose you over your competitors, use your company description to sell them on why they should work for you.
Take the opportunity to showcase your company’s products, services, history, and most importantly—your culture. You don’t need to include them all, but here are some suggestions for making your company description more effective:
Every job seeker is looking for an opportunity that is better than the one they currently have. That could mean receiving better health insurance, gaining a larger income, shortening their commute to the workplace, professional development, opportunities for advancement, or autonomy. Basically, job seekers want to know “what’s in it for me?” Answer this question for them by including your employee value proposition and benefits in your job postings.
Along with describing the most common benefits you offer, like insurance plans and retirement packages, emphasize any unique perks your company provides. Whether your company embraces ongoing training, continued education, casual dress code, free lunches, pet-friendly offices, or anything else your employees may enjoy, highlight the convenience it provides for employees. If a candidate can understand and envision the advantages of working for you, they are incredibly more likely to apply.
Deciding whether or not to disclose a position’s salary is always a sensitive issue for employers because there is not a one-size-fits-all solution. Depending on the position, there are several pros and cons for posting the salary.
The biggest apprehension to sharing the salary is that a job seeker may only become interested in the opportunity for the salary alone. However, posting the hourly rate or yearly salary may entice more job seekers to click on the job title and learn more about the position. If the compensation is on the lower end of the scale, sharing the wages can help you discourage highly compensated and overly-qualified job seekers from applying—allowing you to find the right candidate faster. Ultimately, whether or not to post the salary information is your company’s choice. But once you consider your hiring goals and target candidates, the right decision should become clear.
It’s never easy talking about yourself, but in order to entice top performers and beat your competitors, you need to strategically analyze how you're describing your company and employee perks. If you need a little inspiration, reflect on why you love working for your organization. Chances are that these reasons are similar to what your ideal candidates want too.
