Today’s candidates are more savvy and discerning than ever. They don’t want to be bothered with irrelevant content or opportunities, and their time is precious. Many talented Salesforce developers and admins are gainfully employed. Yes, that means they’re probably not looking for your jobs — and especially your Salesforce job postings!
It also means that attracting these passive candidates to your organization and its jobs requires an incredible attention to detail and delivering candidates relevant, engaging information in Salesforce job postings. There is little to no room for error if you want top Salesforce talent to notice or show interest in your opportunities.
The right Salesforce job postings convert readers into applicants. The wrong ones…don’t.
Putting together an engaging and informative job description that attracts Salesforce talent instead of repelling them means avoiding critical errors. If your job descriptions aren’t getting much interest (or if you simply want your job descriptions to attract more, better talent) here are the most egregious, common errors to avoid:
They’re written for you, not the candidates.
Many job descriptions start out by asking a department head or supervisor about the tasks, duties and requirements of a position in order to get the desired output from that role.
While a basic breakdown of tasks and qualifications can be helpful internally to check off boxes on a project, a bulleted list is not interesting or relevant to Salesforce talent. Remember, many top Salesforce developers, architects and admins are already employed! They know what qualifications are needed to thrive in key roles, so there is little need to regurgitate any but the most important or unique qualifications that should be noted by any candidate.
Instead, write your job descriptions as if they were marketing pieces (because that’s exactly what they are!). What are some of the unique parts of this role? Is your team comprised of bright talent at the top of their game? Are epic lunchtime buffets one of your team’s favorite perks? Does your team shudder at the thought of heading elsewhere because of your awesome benefits package? What does a day in the life of this position entail?
Tell candidates. Don’t list them. If you had :60 to sit with a candidate and tell them why they should work for you, what would you say? Put THAT in your job description, along with those unique qualifications or certifications that are essential.
You’re including too much.
As mentioned above, talk about the most important elements that will attract a candidate to your role and organization. They don’t need to know every possible detail about your company and the position.
In fact, they don’t want to know these things. At least not at this point.
Imagine going on a first date and looking for a short introduction to this new person. But instead of that short introduction and “getting-to-know-you” time, your date goes into their entire life story, along with everything they’ve ever wanted in a mate? Kids? Three. House? With a white picket fence!
You’d run far, far away. If your job postings feel this way, Salesforce talent will run away too.
Since many Salesforce developers, admins and architects are employed, they’re likely reading your job descriptions and messages on their phones. They’re scrolling quickly and moving on to their next messages. Keep yours short and sweet to pique interest and increase the likelihood of a response.
You’re not including a salary (or salary range).
A recent Glassdoor survey found that two thirds of candidates are looking for salaries in job postings. To make your opportunity desirable and attractive to top Salesforce talent (and to woo them from their current positions), avoid playing coy with your salaries. “Competitive wages and benefits” is a vague term that is meaningless to candidates.
In fact, this type of terminology can even set an adversarial tone with Salesforce talent. This is most definitely not a good way to start off a relationship? You know what you’re able to pay, and candidates often know what it will take to woo them. They don’t want their time wasted, and salary is the number one factor they’re considering when applying for jobs.
It is critical to include this information in your job postings; no ifs ands or buts.
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