Gone are the days of job postings pinned to the bulletin board in a coffee shop or supermarket. Now, everything is online, and every job posting is formatted the same when you use an online job board resource. So, how do you make your position stand out when it’s the same shape, size, and color as all the others? What makes a candidate choose to click on your post to learn more and ultimately apply? There are 4 key things to think about when you’re writing your job ad, and all are equally important to ensure you’re bringing the best and most qualified candidates in for an interview.

  1. Meaningful Job Title

Don’t beat around the bush or try to make your position sound more prestigious or executive than it is. You need to craft your job title carefully to target your ideal candidate. What terms are they searching for when they’re looking for a job? What position are they looking to hold? This may take a little bit of research to find out what is the most searched for and what is the best way to position your role online, but it is the most important step. If you don’t have an honest yet catchy job title, it will be more difficult for you to grab the right candidate.

  1. Clear and Organized Description

Have you ever seen a job description that is just one big, long paragraph, and it doesn’t include the expectations or compensation of the role? Most candidates will scroll right past that, and those that do read it may be disappointed by the lack of information provided.

When you’re writing your job description, make sure to include a short blurb about the company, the duties of the position, the required expectations of the candidate, and as much detail as you’re willing to provide about compensation and benefits. Organize each portion of information into its own section, so it is easy for the candidate to quickly check and see if they are qualified and interested in the role.

It is important to remember not to provide too much information about the company in the original job posting. You want to give enough that the potential candidate can get to know you and determine if they believe they would be a good fit for the organization and culture, but you also want them to do their research and come to the interview with more information about you than was provided.

  1. Honest, Yet Realistic Expectations

This is key to saving you time reviewing applications and interviewing candidates, and protecting the self-esteem and saving the time of your potential candidates. There is nothing more upsetting than someone thinking they are the perfect candidate for the position, and then finding out the salary is 30% less than what they need, or the job is in-house only when they live across the country and are looking to work remotely. Be sure to be upfront and honest about the position from the beginning. The more you can add about expectations, personality traits, required qualifications, and compensation, the better. It will save you hours reviewing candidates that weren’t even qualified for the job in the first place. Plus – if you have great benefits, the option to work from home, and an entry-level job, you want to advertise that as much as possible!

  1. Easy Application

There’s a fine line between an application that is way too easy and one that is just too complicated. You don’t want to have a quick one-or-two-click application because you will get so many unqualified candidates that you’ll have to take the time to sort through. On the flip side of that coin, you don’t want to make your application so complicated and extensive that no one is willing to complete it.

If the system you use allows a candidate to utilize a previously created resume, let them – there’s no reason to reinvent the wheel. If you have specific questions that you want to ask that are crucial to the role, be sure to ask those at the beginning. Genuinely interested candidates will take the time to answer them, and those that are just looking to mass-apply will skip right over them. You want to ask the questions and get the information you need to decide if the candidate moves onto the interview process, but you don’t need their whole life story and a dissertation in the application.

Once your candidate has seen your job post, decided to apply, and you realize that they are a good fit for your organization, you can send them an EZHire digital video interview link that will allow them to answer a few more questions about their personality, skills, work ethic, etc. and submit it to you at their convenience. Avoid the headache of dealing with scheduling conflicts and no-shows by using EZHire for your round 1 interview process!

Recruiters know that you can learn a lot from a person based on how they act before, during, and after an interview. How personable were they on the phone? How flexible was their schedule? What time did they show up? What were they wearing? How was their eye contact and handshake? Did they follow up afterward? There are an endless number of other traits and mannerisms that can be determined about a person during the interview process. So how do you get the same feel for a candidate through a one-way digital interview process?

EZHire’s digital video interview platform allows the recruiter to create the interview questions (text, multiple-choice, or video response), record a short introduction video for the candidate, and then the interview link gets sent to the candidate to perform at their convenience. Once completed, the recruiter reviews the submission and decides how to move forward with the candidate. Simple, convenient, and quick process, but how do you determine whether or not this person is right for the job through your computer screen?

The most important part of virtual interviewing is asking the right amount of good, solid questions. A good rule of thumb is to keep it to about 10 questions in your video interviews. Too many more, and you may lose candidates’ interest. Too few, and you won’t get a good feel for their skills, personality, and how they would fit in with your organization.

Once you have the 10 or so questions you want to ask, ask them to yourself or a colleague. Think about what answer you are trying to get out of them, or what you’re trying to learn about them by asking that question. Try to steer clear of “yes or no” questions unless you’re asking for elaboration on why they answered the way they did. Ask questions that they may not know the answer to and may not have been prepared for, but will make them think and allow them to provide you with an educated guess, so you can see their critical thinking process. Ask what they’re looking for in a position and what difference they see themselves making in the company one year from now.

A good candidate will treat a virtual interview the same way they would an in-person interview. They will have a good posture, dress professionally, be in a quiet environment, and have an appropriate background behind them. They should complete their interview within 48 business hours of receiving the link. If the job they’re applying for is a fully remote role, they should be tech-savvy and should not have any significant issues with their webcam, microphone, or the software during the interview.

If you are interested in the candidate after reviewing their digital interview and would like to move forward in the process, schedule a live interview – either in-person if the role is local or via video conference for a remote position. Continue to evaluate their mannerisms and skills to ensure they are the same person “in real life.”