December 11, 2018
Hiring 03 October 2018
How to Create the Perfect Job Opening for the Perfect Applicant
Susan Saurel
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What do you think your employees want from your company?

One of the most serious mistakes that hiring managers make when interviewing applicants is assuming that they are there for the money and career opportunities. Yes; that’s part of their reasons for applying for a new job. 

Udemy surveyed the most prominent generation in today’s workforce: Millennials. The results were interesting, to say the least. 

73% of the respondents said they expect the need to pursue additional training or education to move forward in their careers. 42% of them said that the most important benefit they are looking for in a job (after the salary) is the opportunity for learning and development. 

As it turns out, today’s workers are willing to grow and they want an organization that offers such opportunities. Yes; they will be eager to work for the company. However, they also expect the company to work for them. 

So when you want to hire a dream team, you should focus not only on choosing the applicants who meet your expectations, but also on delivering what the perfect applicants are looking for from this job. 

It’s a pretty complex situation, but we have to work towards synergy. The one who provides the money, in this case, is not the one who controls the situation. It’s the results these employees deliver that help your company grow. They work for you, but you also work for them.          

So instead of thinking: “How do I find the worker who perfectly fits this position,” you should start thinking: 

“How do I create the job environment that would perfectly fit the perfect worker?”

That’s the mindset that will lead you to an impeccable team. 


How to Create the Perfect Job Opening for the Perfect Applicant

1. First, Figure Out Who You Want to Attract in Your Team

What’s the ideal addition to your team?

If, for example, you own a marketing firm and you want to hire a social media expert, you have few requirements:

  • You want a relatively young and very energetic person, who will bring their youthful vibe to the team. This is someone who understands your precise target audience and knows how to attract them. 

  • You need this candidate to have relevant experience, so you’ll be checking out portfolios.

  • You want someone who delivered actual results for a competitive company. Someone who boosted the sales to a tangible percentage and can deliver even better results from you. 

This is the type of candidate that’s expensive to hire. You practically want an expert that many other companies want. But if you don’t hire this perfect candidate, you’ll still spend a lot of money training someone else to do the job. Plus, you’ll waste a lot of time and potential earnings. 

So you have to create the environment that this particular person would love to work in. Check out their LinkedIn profile and social media profiles. You’ll find out what this person likes and what kinds of situations engage them. 

When you send your offer, it will be highly personalized to meet the specific career goals of this candidate. You’ll act as a recruiter instead of a hiring manager. You’ll reach out to the perfect candidate instead of just placing an ad and waiting for applications to pour in.  


2. Clearly Describe the Job Opening

When you offer a job to your ideal candidate, you want to explain what exactly they will be dealing with. We can’t emphasize the importance of this step enough. If no one from the team is capable of creating an attractive job description, you can easily hire cheap essay writing services to do that for you. 

If you’re trying to recruit some special, the job description will make the position attractive for them. If you’re just placing an ad and expecting for great candidates to apply, the job description is even more important. It has to outline specific requirements that would instantly eliminate the candidates you don’t want to deal with. 

So what should the job description include?

  • The requirements for the position. What level of experience and education do you require and what type of skills do you expect the candidate to have?

  • What kind of work environment are you able to provide? What’s the “vibe” in your offices? Can you include specific examples or links to videos that showcase the company culture? You absolutely need this part is a good job description when trying to attract a much-requested candidate. 

  • What responsibilities will this position include?

  • What opportunities for growth within the organization do you offer? Remember: today’s workers are interested in the salary, but they are more interested in the long-term opportunities that this career choice would trigger.


3. Don’t Try to Impose a Role to Someone Who’s Not Passionate about It

Let’s say you have this great employee who always delivers their work on time and hasn’t failed to meet your expectations. You’d want to offer them opportunities for growth within the company, so you decide to offer a managerial position in the HR department. But this position is different from anything the person has worked so far and they are not thrilled about the change. 

Don’t make it hard for someone to refuse your offer. You do not want to force a great worker into a role that’s not their fit. Remember: you want the organization to work for this employee, so you’ll fit them in the right circumstances for growth. When a position that’s similar, but higher to the one they have at this point comes, you’ll make a better offer.

Oh; while we’re at forcing people to do something they don’t want to do… please do not impose the task of sharing business posts through their personal profiles. Let them do it when they feel like it. Do not specifically ask them to share every single post on their personal pages. No one likes to spam on their friends. Their friends are not even the right target audience that you’d want to reach. 

Do not invade your employees’ privacy, no matter what!


4. Plan for the Future of Your Employees

What’s the future of the person you’re hiring? You know what their responsibilities are at this point, but how will they grow and mature within the organization?

Your company needs a diligent plan for its best workers. It’s much easier and cheaper to offer higher job openings to them than to hire people from the outside. Implement Succession Planning into your organization and start creating career pathways with employees to grow within your organization. Showing them the opportunities available to them will ensure their loyalty for the long-term.Successin planning will also help you identify the gaps in your organization. If you find a lot of unfilled roles, you may even consider hiring generalists. These are people with versatile skills who are comfortable with different tasks, such as marketing, content writing, and basic IT operations. If you get people like these into your team, you may push them to grow in different directions. 

If you notice that one of your workers is very detail-oriented, diligent and organized, you may plan a good future for them in the financial department even if they don’t have specific experience working with finances. Needless to say, the employee must be willing to accept the kind of future you plan for them. In fact, you need to take their preferences and career vision into consideration when planning their future within the organization.  


5. Give them a Trial Period

The trial period works well both for the worker and for the company. From the aspect of an employer, you can see exactly how this person performs in the given position. You will get enough time to evaluate their skills and creativity from first-hand experience. 

From the aspect of the worker, they can use the trial period to see if this is the perfect job for them. They will test you, too. They will observe how much you’re trying to make this experience positive for them and to help them go through a smooth transition. They will talk to you about the opportunities for growth and they will evaluate that capacity in your organization. They will be able to envision their long-term career as part of this team. 

So how long should the trial be? You may set up a three-month or six-month contract. That’s more than enough time for you to realize if you really want this employee, and for the worker to realize if they really see themselves within this organization. 

If things are not working out, the candidate can start looking for a new job before the contract expires, and you’ll start recruiting other people before you’re left with an open position. 

It’s the perfect balance for both parties.


It’s One for All, All for One!

So is it employee for company or company for employee? In the ideal situation, the relationship works both ways. When the employer does everything to boost an employee’s satisfaction and to create the perfect working opportunities for them, the worker will inevitably return the favor. 


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Susan Saurel is a passionate writer from Texas. She is in love with traveling. Teacher of higher category, a writer for cheap essay writing service EssayWritingLand, PM in an IT company, lovely mom. She wants to share her experience and knowledge with readers and she has something to say, for sure.