It seems easy enough — a company has an open position, so they create an ad and put it into the world for people to see. But are they considering their role in the process?
There are a variety of different ways to post recruitment advertising in the Bay Area, and any of those places could result in a business receiving tons of resumes. To ensure the process is stress-free for the company and hiring personnel, here are a couple things to consider.
Develop a Job Description
This step is important so that potential employees know what they are getting into when applying for a job, but it is also important for the company. Having a job description gives the business a set of goals and expectations that the employee will need to meet to determine if they are doing their job correctly. It’s a way for managers and human resources to track employee progress and ensure they are qualified for the job. In addition, the job description can be a way to develop a pay scale and benefits for the new employee.
When writing a job description, it’s up to the discretion of the company to make it as detailed as they want. It’s important to consider the attention span of the reader, but if someone is interested enough in the job, they’ll probably keep reading to get all the details and information. The company will also have to keep in mind where this job will be posted, as the length of the description could affect the price when it’s posted.
Contact Method
How will applicants send their information to the company for the job position? Do they want it mailed? Emailed? Sent through a job board site? Should they call to follow up?
It’s extremely important for employers to specify how they want to receive applications or resumes to reduce the amount of stress on the hiring department. Without a specific contact method for recruitment advertising in the Bay Area, candidates may send their information to an email that isn’t checked often or through the mail to the wrong department. Of course, all of this can happen with a contact method provided, but it should reduce the amount of missed or misdirected applications.
It’s also important to inform applicants if they should follow up after applying for a position. In the past, this has always been an acceptable way for candidates to express their interest in the position. However, if hundreds or thousands of people are applying for the job, does anyone at the company have the time and ability to take phone calls or answer follow-up emails? It’s something to consider.
