Chris Russell: Better Ways to Post & Pray Your Job Descriptions to Life

"Post and Pray" yields mediocre results and yet It is the go-to method for most companies, especially startups. Look, dating apps have evolved so let's take a page from them and figure out creative ways to attract talent. After all, your companies success or failure hinges on it!

Today’s Quote:

"Pleasure in the job puts perfection in the work." - Aristotle

Show Guest:

Chris Russell is the Managing Director of RecTech Media. He is a digital recruiting expert. He began his career as a job board owner where he first learned the craft of attracting talent online. He's also a former corporate recruiter with real-world experience in the recruitment process and technology implementation.

As as a recruiting technology/marketing consultant he advises both employers and vendors on how to attract candidates or clients. He frequently blogs on the news site, RecruitingHeadlines.com, podcasts a weekly show called “RecTech” and conducts live video training on recruitment marketing tools and tactics at RecTechLive.com.

Episode highlights:

• Why you should look at approaching job postings differently
• The best ways to market your opportunities
• Tools available to help you automate the process

Let’s talk about the approach almost all companies take

• Write “job descriptions” (wish lists)
• Do Not copy old ones!
• Post on job boards
• Farm the Job boards
• Passively work employee referrals

The Job Description Format

• -short 300 words or less - According to Linkedin?
• Employer value proposition
• Q&A job descriptions
• Video
• Cybersn.com
• Harry joiner - long form job

Rick’s Format:

• Build your job descriptions around uncovering a Career Wound
• Build in Performance Metrics! - Let people know how they will be evaluated in their first 90 days

Tools to Use

• Ripl- social media video slideshows
• Buffer, deliverance, smarterqueue
• Legend.im- turns text into animation gif
• clipomac

Where & How to Post

• Indeed- biggest board out there. - active candidate pool
• Linkedin-
• Facebook job board-blue-collar, hear
• Google for jobs - Take advantage of all the free avenues
• Take an Omnichannel approach- you need to be on all the channels. Be where your candidates are and continuously add content
• Automate the flow of content out.
• Be resourceful - text or email creative pictures (you next to a whiteboard with the person’s name written on it)
• Angelist?
• **Pushing out to facebook, twitter & LinkedIn. Video gets the most engagement and exposure
• Times to post 4-6 pm at night FB- 3 pm on Wednesday

Key Take-Aways

• Go Short or Go Long!
  • Re-format your job descriptions to Attract people! Define the % of time spent on tasks as well as performance metrics
• Market your jobs by taking an omnichannel approach
• Get Creative & use Tools to automate getting out your message