This guide aims to help associations assist employers in making their job postings stand out, ultimately enhancing the effectiveness of their career centers.
By implementing these employer best practices, your association will not only support members but also generate non-dues revenue by finally using the job board to its full potential.
Why successful employers matter
a. Employers are the #1 revenue source for your job board
As an association, you are uniquely positioned to generate non-dues revenue by connecting your members to companies looking to hire qualified candidates in your field.
While you can monetize job seekers, the most common approach is charging employers in your industry to post job openings on your association’s job board—making them your #1 source of non-dues revenue. Focusing on employers for monetization makes sense since they have a concrete problem you can solve (find a candidate) and the capacity to pay for it.
Your career center can help them reduce their cost per hire by accessing candidates that have specific skills and are passionate about the industry. It’s a win-win! So by demonstrating the exceptional value of your association's job board and helping them succeed, you can attract more employers to post their roles and ultimately generate more non-dues revenue.
b. Strong employers in your industry benefit your association
Your association’s job board benefits everyone involved, including the employers in your industry. And this is why you should care:
- Industry growth: Supporting employers ensures a skilled workforce, contributing to industry growth, hence creating more prospective members for your association.
- Association reputation & influence: Assisting employers enhances your association's standing as a valuable industry resource and your influence within the industry grows, attracting more stakeholders.
- Membership engagement: Helping employers post great jobs fosters member satisfaction, loyalty, and engagement, ultimately driving acquisition and retention.
c. Successful employers will become returning customers
When employers have positive experiences with filling jobs on your board, they are likely to return. Additionally, satisfied employers will spread the word about your job board through word-of-mouth marketing, attracting even more businesses.
Now that we are on the same page about the importance of helping employers in your industry succeed, we’ll outline the most effective way you can support employers in their success on your job board, namely through:
Job posting best practices for employers
It is crucial for employers to create job postings that not only outline important job information but also reflect their company culture, benefits, and other highlights for employees. Here are 5 best practices to help employers enhance their job postings on your association's job board.
1. Promote remote work policies
While most temporarily remote workers have gone back to the office, a flexible remote work policy keeps being one of the top benefits job seekers—especially younger generations—are looking for.
Highlighting any remote or hybrid work options in job postings can significantly increase interest from potential applicants. A survey by FlexJobs shows the importance of this: 63% of respondents choose remote work as the most important aspect of a job, topping even the importance of salary (61%).
Employers need to clearly state their remote or hybrid policies in job postings—and also be transparent if there is none. This means specifying whether the position is fully remote, hybrid, or requires in-office attendance. By doing so, employers can attract a wider pool of candidates who are specifically looking for flexibility in their work arrangements.
On any Niceboard job board, you can let your employers choose between different remote options for their job listings and even add more detailed remote requirements.
2. Know when to include salary information
Salary transparency is also becoming increasingly important for job seekers. A study by LinkedIn found that 91% of job seekers consider salary information a crucial factor when deciding whether to apply for a position. Which is why employers should carefully consider how to disclose salary information in their job postings.
If an employer offers competitive salaries above market rates, they should always include this information upfront to attract top talent. However, if the salary is at or below market value, it might be more effective to disclose a wider salary range while also highlighting additional benefits such as stock options, bonuses, healthcare plans, and remote work options. You can refer employers to pages like Salary.com to stay on top of salary and compensation trends.
This approach not only sets realistic expectations to make the hiring process more efficient but also highlights the overall value of the position, beyond salary.
3. Stay succinct
Job seekers often skim through postings rather than reading them in detail. So instead of listing the whole laundry list of qualifications and benefits as well as including a lengthy introduction, help the employers on your board embrace brevity in job postings.
Think of the job posting as an advertisement—concise yet informative, giving the reader all the information he needs without overwhelming him with unimportant details.
Instead of listing every task associated with the role, focus on three to five main responsibilities that showcase what makes the position unique. Using bullet points can also effectively summarize essential information while keeping the posting easy to read.
4. Differentiate job requirements
Employers often list numerous requirements in job postings, which can deter qualified candidates from applying. It’s essential to differentiate between must-have skills, those that are "nice-to-have", and those that can be taught on the job. Hiring managers should ask themselves whether extensive experience truly correlates with better performance in the role.
For example, if a job requires "8-10 years of experience," consider whether this is truly the minimum requirement or if a candidate with 5 years of relevant experience could also excel in the position. Often, the ideal requirements are listed, instead of the minimum ones, preventing many candidates that would be qualified from applying.
Monitoring engagement levels such as comparing # of views to # of applications can be helpful to understand what is working and what is not. Generally, if a posting isn’t generating interest within the first week, it may be time to reassess its effectiveness in terms of the job description and information provided. Improving could mean rephrasing certain sections, rethinking the requirements, or even changing the posting's title.
5. Be social
As you might know, social media plays a significant role in modern recruitment strategies. In addition to posting on your job board, employers and your association alike need to leverage platforms like LinkedIn to promote job openings beyond traditional channels. Encouraging hiring managers and team members to share posts within their networks can amplify reach and tap into personal connections that may lead to quality candidates.
Additionally, creating engaging content around job openings—such as employee testimonials or behind-the-scenes looks at company culture—can attract attention and generate interest among potential applicants. This can come from your association's profile or the employer himself. Have a look at these two examples below.
By implementing these strategies, you association can help employers in your industry create compelling job postings that stand out on your job board. This not only benefits employers by attracting top talent but also enhances the overall value of your career center, making for returning customers, satisfied job seekers and increased non-dues revenue.