Diversity postings – good, bad, ugly is how someone might judge the quality of any job posting. The fact a job opening is being advertised is clearly a good deed. Here are some other good practices:
1:The posting appears for more than 30 days. A longer duration allows passive job seekers time to consider submitting an application.
2: The very first paragraph of the job description provides a summary describing how important the position and new hire is to the organization
3: The second paragraph describes the major duties and tasks associated with the position.
4: The qualifications section describes the minimum requirements and preferred requirements to qualify
5: The how to apply section contains either a direct link URL, an email address to send required documents
The “bad” aspects of diversity postings -good, bad, ugly, appears when only a few or none of the “good” indicators exist.
1:The absence of comments describing compensation,benefits or company culture.
2:Posting minimum requirements only a Super Hero might meet.
3:Posting a drop dead date of when the employer will cease accepting applications.
The ugly aspect of poor quality postings includes:
!:Allowing HR coordinators decide which career board to use for posting jobs.
2:Not educating HR job posters copying then pasting content is THE worst method for posting content
3:Posting a job then not verifying the how to apply links are actually working.
4:Buying into the popular attitude posting on “X times ” job boards is superior to posting on a single board.
5:Not taking advantage of the career board’s offer to post your job as a free service.
In summary,a job posting is an advertisement describing your work environment, the responsibilities of the position and how a new employee might
find the position meaningful. The job posting is also a statement to job seekers on how your company welcomes and respects applications from diverse men and women.
Thank you for reading and we hope you enjoyed our article regarding Diversity Postings – Good, Bad, Ugly!