Power Tools & Tips For Workplace Leaders

Your Guide to 'Stellar'
Job Postings!!

You might have a streamlined interview process, an eager hiring team and even a perfect onboarding experience for your new hires. But none of that matters if you aren’t nailing the very first step in the entire hiring process: Job postings!

One quick glance at a job posting sparks the candidate’s first impression of the company and how the post is composed ultimately determines if the person will apply or keep scrolling. Job postings don’t have to be a jumbled mix of bulleted duties and requirements. Below are some things to keep in mind when writing job postings.
 Job Title

It is best for to employers to stay away from being creative here. It’s best to be simple and direct, so anyone reading the title could understand what the job is. (This means avoiding words like “guru” and “hero.”)

This also isn’t the place to try and grab job seekers’ attention. Avoid phrases like “excellent pay!” and “great opportunity!” in the title. All that should be here is the clearest, simplest job title you can manage.

 Here’s the place you should grab someone’s attention. It’s also your first chance to express your brand. Try including a question to keep the candidate reading. Try something like, “Ready to work in a place that actually cares about its employees?” or “Interested in working for a company that builds amazing things?”
Tell Your Story

 Here’s your chance to paint a picture of your company in the applicant’s mind. The first paragraph is a good place to speak about your culture and values, as well as the meaning of the work you do.
Ideally this should be 3-4 sentences. The good news? Once you have this little intro perfected, you can use it in all your future job postings.

In the second paragraph you should delve into what the team or department does. Why does it exist? How does it help the company? This should also be 3-4 sentences, and you can reuse this part for every job posting from this department.

The third paragraph is where you begin to get into what the job is. In 3-5 sentences, explain what role the job plays in the department, and ultimately, the company. You don’t want to get into too much detail here. Leave that for bullet points later in the post.
Duties and Responsibilities

You might consider renaming this to “How you’ll spend your time.” This should be a bulleted list of tasks the candidate would work on day to day.
Requirements or Qualifications

You may consider calling this section, “We’re excited about you if … ” This section will be your second set of bullets. Be aware any legal requirements would go here. Only the most important requirements should be listed here. If you have too many, you could be missing out on great candidates who believe they aren’t qualified enough. Bullets in this section follow this formula:
“You will need (experience or skill) to (task or job) for (purpose or outcome). For example: “You will need to know Excel to build pivot tables that will identify new leads.”
Getting it Right!

When it comes down to it, your job postings are the most-seen aspect of your company. They’re the thing all candidates and would-be candidates interact with.

Contact Alternative HRD today at 605.335.8198 ! We can help you 'get it right' and help you create engaging job postings that will go a long way to help you attract the talent you need to grow and sustain your company, putting you ahead of the competition!
Note: We will occasionally send out Power Tools & Tips for Workplace Leaders. If you would like to share them with your managers and supervisors, feel free to contact us and we will add those individuals to our mailing list. If you prefer not to get these tools and tips in the future, click unsubscribe at the bottom
of this newsletter.
Final Rule:
Overtime Update!

On September 24, 2019, the U.S. Department of Labor announced a final rule to make 1.3 million American workers newly eligible for overtime pay. The final rule updates the earnings thresholds necessary to exempt executive, administrative and professional employees from the Fair Labor Standards Act’s (FLSA) minimum wage and overtime pay requirements, and allows employers to count a portion of certain bonuses/commissions towards meeting the salary level. The new thresholds account for growth in employee earnings since the thresholds were last updated in 2004.

In the final rule, the Department is:

  • raising the “standard salary level” from the currently enforced level of $455 per week to $684 per week (equivalent to $35,568 per year for a full-year worker);
  • raising the total annual compensation requirement for “highly compensated employees” from the currently enforced level of $100,000 per year to $107,432 per year;
  • allowing employers to use non-discretionary bonuses and incentive payments (including commissions) paid at least annually to satisfy up to 10% of the standard salary level, in recognition of evolving pay practices; and
  • revising the special salary levels for workers in U.S. territories and the motion picture industry.

The final rule is effective on January 1, 2020!
Follow us on social media to stay up to date with the latest information on future events, articles, and HR updates!
Sioux Falls