{"id":3980,"date":"2015-02-27T13:40:37","date_gmt":"2015-02-27T18:40:37","guid":{"rendered":"http:\/\/www.naylor.com\/associationadviser\/?p=3980"},"modified":"2015-02-27T13:40:37","modified_gmt":"2015-02-27T18:40:37","slug":"5-minute-job-posting","status":"publish","type":"post","link":"https:\/\/www.naylor.com\/associationadviser\/5-minute-job-posting\/","title":{"rendered":"The 5-Minute Job Posting"},"content":{"rendered":"
\"Peter<\/a>
Peter Weddle, guest contributor, Weddles.com<\/em><\/figcaption><\/figure>\n

Recruiters often say they don\u2019t have the time to write the kind of job posting that will attract the interest\u2014and ultimately the applications of\u2014passive, high caliber talent. It\u2019s not that they don\u2019t know how to write an effective post; they simply have too many requirements to fill and are given too little information from hiring managers to make the opening sound as attractive as it could be. What\u2019s the solution?\u00a0 An ad that can be written with an egg timer or what I call the \u201c5-Minute Job Posting.\u201d<\/p>\n

Tweetables:<\/p>\n

    \n
  • A 5-minute job posting contains answers five common questions job seekers have about an opening. Each answer should take you, the recruiter, no more than one minute to write.<\/li>\n
  • The five questions don\u2019t include job requirements and responsibilities. They focuse on what the candidate gets to do, who they\u2019ll work with, and what they\u2019ll accomplish.<\/li>\n
  • 5-minute job postings help employers prove to top talent that they will be able to achieve conventional measures of success and do work that is meaningful and worthwhile.<\/li>\n<\/ul>\n

    The 5 Minute Job Posting uses the content, format and vocabulary that are most likely to pique the interest of top performers and persuade them to apply for an opening.\u00a0 The ad is easy to write, because it involves taking one minute to answer each of just five questions.\u00a0 Collectively, those five answers form a powerful trigger that will motivate even the most passive of prospects.<\/p>\n

    But first, it\u2019s important to understand the three principles on which the posting is based:<\/p>\n

      \n
    1. Top performers do not concern themselves with a job\u2019s \u201cRequirements\u201d and \u201cResponsibilities.\u201d In fact, they think words such as \u201crequirements\u201d and \u201cresponsibilities\u201d are examples of HR-speak that only an employer could love. Those types of words describe what an employer wants a candidate to know about an opening, rather than what the candidate wants to know\u2013which is \u201cWhat\u2019s In It For Them.\u201d<\/li>\n
    2. Top performers do not read job postings; they scan them.\u00a0 Top performers have the attention span of a gnat, so they simply will not slog through the thick, pithy paragraphs of most ads. They want information that is accessible in the blink of an eye, so job postings must be written in headlines and bullets.<\/li>\n
    3. Top talent works for both money and for satisfaction. In other words, an employer\u2019s value proposition must feature both an external and an internal dimension. The ad must prove to top talent that they will be able to achieve both conventional measures of success and<\/em> also do work that is meaningful and worthwhile to them.<\/li>\n<\/ol>\n

      The 5 Questions in the 5 Minute job Posting & Their Answers<\/strong><\/p>\n

      External Dimension<\/span><\/p>\n

      1.\u00a0 What will the person get to do?<\/strong><\/p>\n

      Answer: In this position (do not <\/span>use the word \u201cjob\u201d \u2013 vocabulary matters), you will be able to:<\/p>\n

        \n
      • Identify the most significant challenge or opportunity provided by the position.<\/li>\n<\/ul>\n

        2.\u00a0 With whom will the person get to work?<\/strong><\/p>\n

        Answer: In this position, you will be able to work side-by-side with:<\/p>\n

          \n
        • Describe the caliber of the coworkers or the culture of the team associated with the position.<\/li>\n<\/ul>\n

          Internal Dimension<\/span><\/p>\n

          3.\u00a0What will the person get to learn?<\/strong><\/p>\n

          Answer: In this position, you will be able to acquire:<\/p>\n

            \n
          • Indicate the developmental opportunities presented by the work performed in the position.<\/li>\n<\/ul>\n

            4.\u00a0What will the person be able to accomplish?<\/strong><\/p>\n

            Answer: In this position, you will be able to achieve\/contribute\/support:<\/p>\n

              \n
            • Detail the potential impact or significance of the work to be performed in the position.<\/li>\n<\/ul>\n

              Internal & External Dimensions<\/span><\/p>\n

              5.\u00a0How will the person be recognized and rewarded?<\/strong><\/p>\n

              Answer: In this position, your work will be acknowledged by:<\/p>\n

                \n
              • Indicate the way(s) the person will advance themselves in their field in the position you are offering.<\/li>\n<\/ul>\n

                That\u2019s it\u2013the 5 Minute Job Posting. Five questions each of which takes just a minute to answer, but those answers combine to form a narrative that is engaging and, equally as important, compelling to top talent.<\/p>\n

                 <\/p>\n

                Guest contributor Peter Weddle is the author of over two dozen employment-related books, including <\/em>A Multitude of Hope: A Novel About Rediscovering the American Dream, The Career Fitness Workbook: How to Find, Win & Hang Onto the Job of Your Dreams, The Career Activist Republic, The Success Matrix: Wisdom from the Web on How to Get Hired & Not Be Fired, and <\/em>WEDDLE\u2019s Guide to Employment Sites on the Internet. \u00a0Get them at Amazon.com and at the all new Weddles.com today.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

                Recruiters often say they don\u2019t have the time to write the kind of job posting that will attract the interest of passive, high caliber talent. They simply have too many requirements to fill and too little information to make the opening sound as attractive as it could be. What\u2019s the solution?<\/p>\n","protected":false},"author":70,"featured_media":3276,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[45],"tags":[],"class_list":["post-3980","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-careers"],"acf":[],"yoast_head":"\nThe 5-Minute Job Posting - Association Adviser<\/title>\n<meta name=\"description\" content=\"Recruiters often say they don\u2019t have time to write the kind of job posting that will attract the interest of passive, high caliber talent. 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