Writing a captivating job posting can feel daunting or even be pushed down to the bottom of your to-do-list week after week. Especially within the nonprofit sector, limited staff presents many challenges and putting together a job positing may not necessarily be at the top of your priority list. However, with the unemployment rate being down, there’s more competition for talent—which increases the chances of your job posting being overlooked.
We’ve all been using the same dull format, tired language and outdated requirements. So, let’s change that and create better habits going forward. The following tips will not only help you create an amazing job posting— it will help you find the cream of the crop kind of talent:
- Sound like a human being- A job posting is an ad, meaning it is designed to entice people to check out your organization. We need to refrain from using the generic legal document, full of academic terminology and formal tone. Showing some personality can go a long way when attracting good candidates.
- List your salary range- This gives people realistic expectations, and reassures candidates that they will be compensated fairly—regardless of race or gender. Also, make sure that the range is within reason; “$28,000 to $94,000, DOE” is not feasible.
- Be realistic with job duties- Especially in the nonprofit sector, employees are expected to wear many hats. Figuring out the key responsibilities and remaining focused on them will prevent an employee from feeling overworked.
- Refrain from asking for both a resume and an application- Both require the same information and online applications can be quite time-consuming. If you do require an application (instead of a resume), make sure it’s user-friendly. For example, asking for recent positions and presenting a list of any essay questions in advance allows candidates to prepare their thoughts in advance.
- Accept equivalent experience for degrees- Many nonprofits requiring formal degrees for even entry-level jobs when so many of us in the nonprofit sector are trying to fight education inequity. A degree requirement may have you disregarding candidates with incredible experience and the skills you need.
- Talk about your organization’s values, culture, and what makes you awesome- Organizational culture is a huge reason why people stay at (or leave) their jobs. Discuss your values, why the team is amazing, and what sort of culture your organization has. If you’re dog-friendly or kid-friendly, mention it.
- Describe your hiring process and timeline- Be transparent with your candidates regarding when you plan to interview, for what length of time, how many rounds total and whether any writing samples or other supplemental materials are required. Most importantly—let interviewees know when you hope to make a decision and when candidates will start.
- Ensure that job requirements match the level and pay of the position- If a particular position requires a master’s degree and 10+ years of in-depth experience doing a variety of different tasks –make sure to compensate them accordingly. Also, if you can only afford to pay someone a smaller salary, provide additional benefits and time flexibility.
- Spell out benefits- This is a great opportunity to grab the attention of potential candidates. List your vacation/sick/PTO policies, holidays, retirement plans, health plans, and anything else that could set you apart from the competition.
- Have a thoughtful statement of equal opportunity and non-discrimination- This is often placed at the end of job postings and it provides a degree of reassurance to candidates that diversity, equity, and inclusion matters to your organization. If this is something you haven’t examined in a while, be sure to make time to review and update it with your team and board.