Job postings and recruiting are critical components to the long-term success and growth of organizations both large and small.  One area every organization should focus on is creating a job posting that attracts top talent.  Remember, the first look at the organization is through the job posting.

My 5 Considerations on Job Postings & Recruiting:

  1. Answer the “so what”:  Your organization currently has a job opening, so what?  Many organizations have job openings.  What will make your job posting standout from the thousands listed on job search sites all over the world?  Why should applicants apply for this position?  Ensure that the posting tells a story about the organization and position.  What knowledge, skills and abilities are needed for the current opening?
  • Job Posting vs. Job Description:  Be brief, stay concise, be structured in your job descriptions and job postings, be direct, look for inclusive verbiage, specificity, focus on local (unless it is a national or regional search) and stay current.  Using a job description that is 10-15 years old, probably is not a great approach to job postings.  Utilize social media and the tools available in any job posting website.  Remember, review metrics and follow-up with all applicants.  Using a job description as the basis for a job posting is not effective, taking parts of the job description to help tell the story is part of an effective posting strategy.
  • Honesty is the Best Policy: This might be the most important suggestion on my list of recommendations.  I cannot stress enough honesty during the recruiting process.  Be open and honest regarding any challenges and opportunities associated with the job.  If the organization is looking for an applicant to drive change, talk about the changes and expectations.  If the job requires 60% travel, be honest about it.  Most applicants are making long-term decisions within the first 90-days of employment, turnover is costly if we are not having honest conversations about the job itself.  This will impact future recruiting and retention opportunities.  Be positive and direct throughout the recruiting process.
  • Effective, Efficient and Professional Processes: Taking 2-months to follow-up after an initial resume or application is submitted is not the direction we need to go for effective recruiting.  Develop a process to follow-up with every applicant that applies.  If you interview 3 applicants for the position and offer the job to the top applicant and that person accepts the offer, ensure that you follow-up with the other two people that were interviewed.  I cannot stress the importance of follow-up during the recruiting process, treat applicants the way you want to be treated during the recruiting process, it really is that simple.
  • Partner with Search Firms: I have to plug my new business, with a go live date scheduled (delayed from January, but Quarter 1 2021.)  Look for opportunities to partner with executive search firms to fill leadership positions.  Evolution is necessary in the recruiting industry and my goal is to change the way we approach recruiting and retention.  Collaboration and communication are critical to ensure success with any search firms.  More to come on the new organization in 2021. 

Continuous evolution of any processes throughout any organization are necessary for evolution and change.  Recruiting is no different.  Benchmarking and utilizing 3rd party partnerships will drive the changes I suggested above.  Ask for feedback and never be afraid of change.  Talent always has opportunity, answering the why will help in recruiting this talent.

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Published by Mathew W. Burr, MJ-LEL, MBA, MHRIR, GPHR, SHRM-SCP, SPHR, CPHR-INT, Chartered CIPD

Mathew W. Burr, MJ-LEL, MBA, MHRIR, GPHR, SHRM-SCP, SPHR, CPHR-INT, Chartered MCIPD Lean Six Sigma Black Belt ABOUT: Matthew Burr has over 18-years of experience working in the human resources field, starting his career as an Industrial Relations Intern at Kennedy Valve Manufacturing to most recently founding and managing a human resource consulting company; Burr Consulting, LLC, Talentscape, LLC and Co-Owner of Labor Love, a Labor, and Employment Law poster printing company. Prior to founding the consulting firm, the majority of his career was heavy industry manufacturing and healthcare. He specializes in compliance auditing, training labor and employment law, conflict resolution, performance management, labor, and employment relations. Matthew has a generalist background in HR and operations, while providing strategic HR and operational solutions to his clients, focusing on small and medium sized organizations. He works as an Adjunct at Alfred State University, Tompkins Cortland Community College, and Montgomery Community College. He successfully designed an HR Concentration in the business management major that aligned with both SHRM and HRCI certifications, providing opportunities for students to sit for both the SHRM-CP and aPHR certifications upon completion of the degree, concentration, and internship hours as an Assistant Professor of Management at Elmira College (Retired January 2022). Matthew is also the SHRM Certification Exam Instructor, with a current pass rate of 92% on the SHRM-SCP and 83% pass rate on the SHRM-CP and a combined 88% on both exams over a 7-year period of instructing the course (Elmira College, Collin College & The College of St. Rose). Matthew works as a trainer at Tompkins Cortland Community College, Corning Community College, Broome Community College, and HR Instructor for Certification Preparation for the Human Resource Certification Institute (HRCI). He also acts as an On-Call Mediator and Factfinder through the Public Employment Relations Board in New York State, working with public sector employers and labor unions. PUBLICATIONS: Matthew has over 70+ publications including, American Bar Association (ABA) Experience Magazine, Cornell HR Review, Business Insider, New York State Bar Association (NYSBA), PayScale, Society of Human Resource Management (SHRM), and Expert 360 (in Australia). In early 2017, he published his first book, “$74,000 in 24 Months: How I killed my student loans (and you can too!),” proceeded by his second book, which was published in January 2021, “Slay the Student Loan Dragon: Tips and Tricks on How to Conquer the Student Loan Game” and his most recent book, “Unbox Your HR Career” in July 2023. VOLUNTEER WORK: Matthew is currently the New York State Society of Human Resource Management (NYSSHRM) District-Director. EDUCATION & TRAINING: Additional Training & Development:  SHRM Workplace Coaching and Mentoring Recertification Program, 2020  SHRM Foundation Employing Abilities @Work Certificate, 2020  SHRM Foundation Veterans at Work Certificate Program, 2018  Delta County Chamber of Commerce: Delta Force Leadership Program, 2013 FEATURED IN & ON: Matthew was featured on CNN Money, Fast Company, Fits Small Business, Fox News, Magnify Money, Monster.com, My Twin Tiers, Namely, Student Loan Hero, Smart Sheet and CEO Blog Nation, Human Resource Certification Institute (HRCI), Society of Human Resource Management (SHRM). Burr Consulting, LLC Capabilities Statement General Information: Burr Consulting, LLC Owner: Matthew W. Burr Mission Statement: “Strategically Aligning HR as a Partner for the Success of Your Business” Contact Information: Burr Consulting, LLC What's New in HR Blog Talentscape, LLC Labor Love, LLC (Labor Posters) The HR Support Center The Upstate HR Podcast (607)227-4386 Matthew@Burrconsultingllc.com Facebook: Burr Consulting, LLC LinkedIn: Burr Consulting, LLC Twitter: @Burrconsulting Online Certification Verification: Credibly Dun & Bradstreet (D&B) Number: 080776443 NAICS Codes: 541612, 923130, 54161, 541611, 541613, 611430, 541618, 561312, 561311 SIC: 8742, 8748, 9441, 8748001, 8748026 Our Services HR MANAGEMENT New Hire Orientation; Temporary HR Support; Recruiting and Application Tracking; HR Compliance (ADA, FMLA); Employee Handbook; Policy and Procedure; HRIS; HR Audits; Job Profile Design and Revision; HR Key Performance Indicators; EEO Reporting and Classification; State Unemployment Insurance Services TRAINING & TRAINING DEVELOPMENT Organizational Development; Employee Relations; Workplace Violence; Harassment & Sexual Harassment; Union Awareness; Managerial EMPLOYEE & LABOR RELATIONS Employee Relations Training; Conflict Resolution; Mentoring; Workplace Investigations; Labor Contract Costing; Mediation & Arbitration Prep; Fact-Finding; Workplace Investigations; Coaching & Counseling; Performance Reviews; Contingency Plan Development; Contingency Plan Training; State of New York Public Employment Relations Board (PERB)PERB Mediation and Fact-Finding Panels (Albany, NY covering the Elmira, NY Area) HIRING & RECRUITMENT Applicant Tracking Systems; Metric Development; Interview Training; Workforce Planning; Recruitment; Interviews; Job Offers; New Hire Process POLICY & COMPENSATION Group Plans – Healthcare, Dental, Vision, Group Life, Short- and Long-Term Disability; Retirement – 401(k), Profit Sharing, Roth; Workers Compensation; Total Compensation Design and Strategy; Deferred Compensation Plans; Salary Surveys; Reward Systems; Online Payroll; Customized Payroll Processing; Employee Self Service; Customized Reporting HR COMPLIANCE MATERIALS Burr Consulting, LLC is excited to announce a new partnership with Labor Love LLC, expanding our services to include HR printed materials compliant with industry standards.

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