One of the biggest mistakes that construction companies make when it comes to job postings is not targeting to the prospective applicants. Know your audience! These individuals want to know what their day-to-day will be like, and what opportunities and responsibilities they can expect to encounter if they come work for you. Use your space wisely and talk about the things that matter to the people that you are trying to reach.

A well-written job posting is the first step to attracting talent. It is often the first impression someone will have of your organization. Studies show that looks matter when it comes to job advertisements because 75% of candidates make the decision to apply to a post based on its appearance.

Long, drawn-out postings that outline the company’s history, minimal qualifications, and education/skills are major turn-offs. Candidates want to know about the position and what success looks like, not the prestige of the organization. When discussing the company, describe the culture rather than the origins. By merely listing minimal qualifications, education, and skills, you are not defining the real job. Job title and qualifications can be misleading. There is nothing more frustrating to a candidate than discovering that the posting and the job are actually quite different.

Define what success looks like in the opportunity, not the person. Develop concise success factors. For example, “in 30 days you will develop relationships with ten new clients” or “in six months, you will successfully plan and execute three events.” By defining the real job, you allow candidates to understand what is expected of them, as well as what they can expect from you. Clear expectations help attract the best talent.

Be transparent about any perceived undesirable aspects or flaws of the job, such as travel expectations and heavy workloads. These “flaws” may be just what a candidate is looking for. Often, the best talent is attracted by the biggest challenges, so it helps to highlight them! There are many candidates that enjoy traveling and prefer a larger workload, as they perceive it as a greater opportunity for growth. If you do not include this information, you can exclude these people.

Make sure your company website and social media pages reflect the work culture described in the posting. If the organization’s culture is based upon flexible work arrangements, global travel to meet with clients, or company-sponsored activities, highlight these aspects online. The best candidates will research a company to determine if they are a good fit for the position, and if the advertised culture reflects the reality.

Clear, concise, success-driven job postings will help you attract the most qualified candidates. Full disclosure regarding expectations in both performance and work requirements is key to matching the best talent to your position. Showing accurate descriptions of your company culture will allow candidates to determine if they may be a good fit prior to responding to the post.

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