Shaking You Loose - SparcStart

Let me assume for a moment, that you are not in an active job search. I’ll go a step further and assume that you are successful in your current role – you are achieving results and your management values you.

What are the chances that you will take time out of your day, put your current job at risk and engage with a recruiter based on the following:

You must have:

• Demonstrated proficiency in the fundamental concepts, principles, practices and procedures related to employment and unemployment law and generally accepted employment practices.
• Strong working knowledge of web search engines/tools, Microsoft Word, PowerPoint, Excel and applicant tracking system required.
• Demonstrated ability to oversee, monitor, evaluate and motivate the performance of professional and support staff is required.
• A collaborative and motivational management style which is inclusive and which promotes a participatory style of Human Resources management is preferred.
• Ability to build consensus, provide strong leadership in a team environment, and have the highest sense of professional integrity.
• Highly proficient communication, customer service, and interpersonal skills are required to work successfully with various levels of leadership and management personnel, as well as the public and external community.

(This list came from a Director of Talent Acquisition position posted on July 18, 2017 on Indeed.)

Not likely?  (Let me guess you didn’t even read the entire list.)  This list doesn’t excite you with possibility and persuade you to explore other opportunities? You are not alone, yet we wonder why so few prospects respond to recruiter outreach.

The content that passes for job marketing is stunningly ineffective.

 Why do we keep using it?

Research exists on the information that individuals want when considering a job opportunity. They want to know the following:

• What is the job, is it the right level for me?
• What are the responsibilities?
• Where is it?
• Who will I work with?
• What is the environment (travel, office or home)?
• Why should I apply, what is special about this job?
• Who is the company?
• What is the company culture?

When recruiting organizations reach out to potential candidates and don’t include all this information, they don’t respond. Simple economics show that enhanced job descriptions are a valuable investment. Working harder at cold calling and emailing individuals who have not expressed interest is expensive and produces diminishing returns.

The market has changed, the outreach hasn’t. Marketing jobs with traditional job descriptions is outdated.  If you are not persuaded by the marketing content that you are sending to others, it is time to change.