How to write effective online job postings

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The secrets behind an effective job posting lie in these simple rules:

Rule 1: Be Specific

A quick job search turns up mostly short ads with no clear definition of job requirements. If you write such job postings, you’ll be wasting your valuable time and can never find the good candidates. It’s because if half the people reading the ad can imagine themselves to be qualified, your inbox will be full within hours.

To avoid this, you need to define specific requirements for a position. For example, if your CFO will only hire CPAs (certified public accountant), state that requirement clearly. Or if you need an event planner who has experience organizing huge corporate conventions, don't write "plans company events," which could mean arranging the annual company picnic.

Rule 2: Be Clear

Make sure the requirements and job duties are easy to understand by someone who does not already work for your company. Some postings have so much corporate jargon that it's difficult for job seekers to tell if they are qualified, leading many to simply press a button to submit a resume.

For example, one online service provider is currently advertising for a product manager to "create wire frames, product specification/MRDs/PRDs and scope documentation." Compare it with this posting for a product manager: "Prepare the marketing plan of each product, which includes the market analysis, SWOT analysis, promotional strategies and action plan." The second is much easier to understand, more specific and likely to attract fewer unqualified applicants.

Rule 3: Be Demanding

Don't make the application process too easy. Instead of just asking for a resume, include an assignment in your posting.

For example, a company looking for a web designer could include the following: "When applying, please provide an outline of your approach to Web site design. The successful applicant will be asked to completely overhaul the site, so we'd like to know how you would approach that process." Qualified candidates will be excited to have the opportunity to stand out from the crowd, while casual applicants will be less willing to put in that much effort for a long-shot application.

To be successful in your recruitment efforts, you must manage the candidate flow. By creating specific, clear job postings and an application process that requires effort on the part of the applicant, you can reduce the number of unqualified candidates and increase your chance of making the right hire quickly.