Why do you post a job description and expect it to behave like a job advert?
Fast Track Recruitment Blog
by mitch@fasttrackrecruitment.com
11M ago
The answer to this question is multifaceted – like most answers to most questions. The two broadest categories of answer are probably laziness and ignorance. Laziness because the recruiter is overworked and can barely process all their vacancies alongside all their other responsibilities. Or it could be that they don’t care and are playing the numbers game. Or that they work for a large well-known company and expect that to be what candidates find most attractive about their jobs. They might even think that they shouldn’t have to sell their jobs and that what most potential canbdidates want is ..read more
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Improving the odds.
Fast Track Recruitment Blog
by mitch@fasttrackrecruitment.com
1y ago
Recruitment advertising has one big advantage over other forms of direct response advertising. A recruitment ad only needs to find one customer. Most companies and recruiters know this (if only subconsciously) although many expect to find 3 or 4 from which they can choose the one. I think this can cause people (Hiring Managers, HR, TA and  Recruiters) to go in one of two directions. The First Direction This is where the job poster crafts content that sells the job in terms that mean something to the target candidates. Sometimes this can be achieved in as little as 2 or 3 sentences ..read more
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Improving the odds.
Fast Track Recruitment Blog
by mitch@fasttrackrecruitment.com
1y ago
Recruitment advertising has one big advantage over other forms of direct response advertising. A recruitment ad only needs to find one customer. Most companies and recruiters know this (if only subconsciously) although many expect to find 3 or 4 from which they can choose the one. I think this can cause people (Hiring Managers, HR, TA and  Recruiters) to go in one of two directions. The First Direction This is where the job poster crafts content that sells the job in terms that mean something to the target candidates. Sometimes this can be achieved in as little as 2 or 3 sentences ..read more
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Klee-Shays
Fast Track Recruitment Blog
by mitch@fasttrackrecruitment.com
1y ago
Around 75% of all job postings describe the job as “fantastic” or an “exciting opportunity”. Curiously, only about 10% of all job postings tell the reader why the job is fantastic or exciting. The missing 15% are people who go to the effort of finding synonyms for “fantastic” and “exciting”. If you’d like to be one of this exclusive 15% of people who don’t fall into the trap of using overworked clichés, here’s a list of alternative adjectives you can use to describe your job vacancies… Tremendous Remarkable Terrific Enormous Huge Striking Phenomenal Monumental Overwhelming Thrilling Exhilarati ..read more
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The Road to Damascus.
Fast Track Recruitment Blog
by mitch@fasttrackrecruitment.com
2y ago
If you’re a recruiter and you’ve ever invested time, money (or both) in improving how you write, either through books or formal training, there comes a moment when you know for sure that the effort was worth it. That moment comes the first time you get an email from a qualified candidate saying something along the lines of “I’m not really looking, but I saw your ad…” That’s when you really know. That’s your Road to Damascus moment, if you ever really needed one. Because if one person is saying it out loud, you can bet your bottom dollar plenty of others were thinking it. Compared to most other ..read more
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Improving the odds.
Fast Track Recruitment Blog
by mitch@fasttrackrecruitment.com
2y ago
Recruitment advertising has one big advantage over other forms of direct response advertising. A recruitment ad only needs to find one customer. Most companies and recruiters know this (if only subconsciously) although many expect to find 3 or 4 from which they can choose the one. I think this can cause people (Hiring Managers, HR, TA and  Recruiters) to go in one of two directions. The First Direction This is where the job poster crafts content that sells the job in terms that mean something to the target candidates. Sometimes this can be achieved in as little as 2 or 3 sentences ..read more
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Ghosting on steroids.
Fast Track Recruitment Blog
by mitch@fasttrackrecruitment.com
2y ago
Most of the time, companies (and agencies for that matter) get away with ghosting job applicants, but less so with job candidates. I’ve made that distinction deliberately because a candidate and an applicant are two different things. An applicant has responded to a job posting, whereas a candidate is someone who has been deemed to be a potential fit and has had at least an initial screening interview. Most people who don’t hear back from a job application won’t remember (usually inside a month) who the guilty companies (or agencies) were. But when someone has invested some time and emotion in ..read more
Visit website
The Road to Damascus.
Fast Track Recruitment Blog
by mitch@fasttrackrecruitment.com
2y ago
If you’re a recruiter and you’ve ever invested time, money or both improving how you write, either through books or formal training, there comes a moment when you know for sure the effort has been worth it. That moment comes the first time you get an email from a qualified candidate saying something along the lines of “I’m not really looking, but I saw your ad…” That’s when you really know. That’s your Road to Damascus moment, if you ever really needed one. Because if one person is saying that out loud, you can bet your bottom dollar plenty of others were thinking it. Compared to most other fo ..read more
Visit website
Klee-Shays
Fast Track Recruitment Blog
by mitch@fasttrackrecruitment.com
2y ago
Around 75% of all job postings describe the job as “fantastic” or an “exciting opportunity”. Curiously, only about 10% of all job postings tell the reader why the job is fantastic or exciting. The missing 15% are the recruiters who go to the effort of finding synonyms for “fantastic” and “exciting”. If you’d like to be one of this exclusive 15% of recruiters who don’t fall into the trap of using overworked clichés, here’s a list of alternative adjectives you can use to describe your job vacancies… Tremendous Remarkable Terrific Enormous Huge Striking Phenomenal Monumental Overwhelming Thrillin ..read more
Visit website
Ghosting on steroids
Fast Track Recruitment Blog
by mitch@fasttrackrecruitment.com
2y ago
Most of the time, companies (and agencies for that matter) get away with ghosting job applicants, but less so with job candidates. I’ve made that distinction deliberately because a candidate and an applicant are two different things. An applicant has responded to a job posting, whereas a candidate is someone who has been deemed to be a potential fit and has had at least an initial screening interview. Most people who don’t hear back from a job application won’t remember (usually inside a month) who the guilty companies (or agencies) were. But when someone has invested some time and emotion in ..read more
Visit website

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