This article was authored by Robert Hosking, Senior Vice President, Managing Director – Search Practices, and first appeared in LHH.
Talk about your tough audiences.
In a recent conversation with one of our client organizations, I learned they had recently posted for an urgently needed VP-level job. It’s a good job at a good company, with good salary and benefits.
And they didn’t get a single response. Not even one.
We helped check the post to see if there was something wrong with it. Perhaps it was using the wrong language or somehow sent the wrong message. The post checked out. The problem here had less to do with the post, per se, and more to do with one of the most dynamic and volatile talent markets we’ve ever seen.
By now, most organizations looking for talent know that it’s a seller’s market. Top talent has never been more in demand, and more willing to change jobs. Salaries are skyrocketing as organizations compete for skilled workers, many of whom are receiving multiple job offers. Right now, it’s not uncommon for someone to accept a job and then pull out right before their start date when a better offer comes along.
Can job postings help acquire top talent?
In the midst of all this hiring chaos, you may be wondering if job postings have a role in acquiring top talent?
Run-of-the-mill postings may help you with entry or even mid-level jobs but increasingly we’re seeing high level and executive jobs filled through the hidden job market—those not advertised or posted online, including passive job seekers who are pried from their current positions by executive search firms; word-of-mouth references; and candidates generated through the personal networks of existing employees.
Still, there remains an important role for job postings. But only if you do it in the right way. With so many online job postings available, here are five tactics to help you widen your talent pool: