Raise your hand if you know how to craft, post, and market your job descriptions the right way. We bet there will be many uncertain faces!
But don’t worry; you are absolutely not alone.
In fact, when we looked within our team, we found a few sheepish hands tentatively inching up. (And that’s perfectly fine!)
After all, crafting compelling job descriptions that attract top talent is no easy feat, and mastering the art of job marketing requires finesse.
That’s why we spent hours compiling the once-for-all job marketing mastery guide that will take your marketing skills from zero to hero in no time. (Link at the end!)
Oh, and that’s not all! As an immediate bonus, here are the 25 latest job marketing insights you must know in 2024.
So, without further ado, let’s get started!
#1: Though 73% of the current job market is passive, 87% of these are open to new job opportunities.
Understanding that most of the job market consists of passive candidates still receptive to exploring new job offers can help you tailor your job marketing strategies to effectively target and engage this untapped talent pool.
How? By proactively reaching out to these candidates through various channels such as social media, professional networks, and industry events.
Ensure you effectively communicate your EVP and miss no chance to position your client as the employer of choice.
#2: It takes 42 days for recruiters to fill a position, but top talent remains in the market for a mere 10 days.
Time slips fast!
That means you must act swiftly, engaging with top candidates as soon as they enter the job market.
Implement targeted job marketing campaigns to reach and capture the attention of these highly sought-after individuals before they are snapped up by competitors.
#3: 60% of candidates quit in the middle of job applications due to length and repetitiveness.
So, is your job application lengthy and monotonous too? If yes, you must streamline and simplify it ASAP to enhance the candidate experience and reduce their drop-offs.
This way, you will be able to attract more qualified candidates, ultimately improving the overall effectiveness of your job marketing efforts.
#4: 74% of job seekers want to see the potential salary range as the first thing in the job description.
Now you know what information to never miss out on writing in your job description!
According to CareerBuilder, here is what candidates want to see in the job postings:
- Salary (74%)
- Top benefits package (61%)
- Employee ratings (46%)
- Hiring manager contact information (40%)
- Work-from-home options (39%)
- How the company provides work/life balance (35%)
- Photos and videos of the work (31%)
- Team structure and hierarchy of the role (27%)
- How many people applied (25%)
#5: Strong employer branding can reduce the recruiting cost by 43%.
And employee turnover by 28%.
Investing in employer branding initiatives, such as promoting positive company culture and highlighting employee benefits, can attract a larger pool of candidates and reduce expenses associated with traditional recruiting methods.
#6: Only 50% of job descriptions include information about the company’s work environment and culture.
Despite company culture and dynamics being among the top deciding factors for candidates when applying for a job, half of job descriptions lack this information.
And that’s not even it. 43% of job postings don’t accurately reflect the role, 47% don’t include information about compensation and benefits, and 59% don’t mention organizational values. The list goes on.
#7: For 79% of job applicants, social media platforms are their go-to job search tool.
And this goes the other way around as well!
Lately, more recruiters emphasize a candidate’s social media presence when evaluating their suitability for a role.
Surveys reveal that 21% of employers are unlikely to consider applicants lacking a social media presence.
Furthermore, 54% of employers have rejected candidates based on discovering objectionable content on their social media profiles.
#8: 41% of candidates depend on job boards as their primary source for discovering new job opportunities.
This means the first thing they come across is your job post.
Yet another reason why you need to master your job marketing skills.
#9: About 70% of candidates use Google to search for jobs and research potential employers.
Do you think your career site appears in their searches? Make sure they do. Optimize your recruitment website to make it more SEO-friendly.
Here’s the guide to help-
#10: At least 45% of applicants apply for jobs online.
Yet, 80% of the job positions are filled by personal and professional connections and 70% through networking.
However, this 45% will likely increase over time. And why not? After all, there has been a 460% increase in remote job searches over the past two years.
#11: 94% of job-seekers have utilized smartphones to browse and research job openings.
This statistic highlights the increasing prevalence of mobile usage in nearly every aspect of life, including the job search arena.
Job seekers are not merely casually browsing a handful of job listings either; they are actively engaging with the recruitment process through their mobile devices.
In fact, approximately three-fourths of job seekers have utilized mobile devices to send emails during the recruitment process.
Furthermore, approximately half of all candidates have gone further and completed job applications using their mobile devices.
#12: For 52% of employers, improving the quality of hires is their top recruiting priority.
Next comes – increasing the retention rate at 24%, improving time-to-hire at 23%, growing the talent pipeline at 22%, and diversity hiring (22%).
And the best part is – you can do it all by improving your job marketing skills.
#13: 51% of job seekers believe visual elements in job descriptions would make the company more attractive.
Job seekers today seek more than just plain text when exploring job opportunities. They value engaging and visually appealing job descriptions highlighting the company’s culture, work environment, and values.
In fact, candidates spend up to 37% more time on career sites that include video testimonials, and applications increase by up to 34% when job ads include video testimonials.
This is a testament to how visual elements such as images, videos, infographics, or interactive content can convey a company’s unique identity and create a more immersive experience for candidates.
#14: 13% more job seekers click on “Apply” when chatbots are used on career sites.
Chatbots assist candidates by answering frequently asked questions, providing guidance on the application process, and offering real-time support, providing candidates with an interactive and personalized experience.
This streamlined and efficient communication enhances the candidate experience, ultimately leading to higher click-through rates on the “Apply” button.
#15: 50% of companies copy/paste job descriptions from the internet.
That can be detrimental to your company’s hiring efforts!
Job descriptions serve as a crucial communication tool between employers and potential candidates.
They should accurately reflect the organization’s unique requirements, responsibilities, and culture.
When companies copy and paste job descriptions, they risk presenting generic and unoriginal content to job seekers.
This approach fails to highlight the distinctive aspects of the company, resulting in a missed opportunity to attract the right candidates who align with the organization’s values and goals.
Moreover, relying on copied job descriptions can lead to inaccuracies or outdated information.
Each company has its own specific needs and preferences for recruiting, and a one-size-fits-all approach does not effectively address these nuances.
And what’s the best solution? Elevating your job marketing skills!
#16: Job postings mentioning Generative AI as ‘must-have’ skills have soared by 1800%
In 2022, there were only 519 job postings referencing generative AI, but by September 2023, this number has hit almost 10,113, an increase of 1848%.
This percentage is set to rise further in 2024.
The top generative AI employers include:
#17: Social media beats job ads as the most cost-effective marketing strategy
Recruiters increasingly recognize the cost-effectiveness of social media recruiting compared to traditional job ads when the average cost per click (CPC) is considered.
According to the Appcast 2022 Recruitment Marketing Benchmark Report, the cost per application (CPA) and CPC experienced significant increases in the past year, with a rise of 43% for CPA and 54% for CPC.
However, it’s important to note that not all recruitment marketing channels offer the same level of cost efficiency.
#18: Only 46% of recruiters see their jobs as marketers.
Surprisingly, this figure indicates that more than half of recruiters still do not fully embrace the marketing aspect of their role.
However, in today’s highly competitive job market, the digital landscape, reliance on user reviews, social media interactions, and effective communication between recruiters and job seekers have transformed the job and employment marketplace.
And to successfully fill positions with the right candidates, you must take on marketing-esque roles and strategies.
#19: Candidate trusts employees 3X more than employers
Employee advocacy programs with at least 1,000 active participants can generate $1.9 M in advertising value.
Candidates nowadays seek authentic and reliable information about companies and job opportunities. And employees are often their best sources.
This clearly indicates that recruiters must leverage employee advocacy when marketing their job descriptions!
Why? Because when employees share their positive experiences, achievements, and career growth within the organization, job seekers gain firsthand perspectives into the work culture, opportunities for growth, and overall employee satisfaction within the company, taking it as a more authentic and relatable narrative.
#20: An average job description is approx 775 words long and takes 44 minutes to write.
Want to cut down on this time? Either use templates or train your ChatGPT to write a perfect job description for you!
#21: 31% of candidates expect to receive personalized messages from recruiters instead of cold emails.
While generic outreach screams “one size fits all,” treating candidates as cogs in a hiring machine, a well-crafted, personalized message makes them feel valued.
Studies show that tailored outreach leads to higher engagement and response rates, ultimately reducing time-to-hire and boosting talent acquisition success.
It allows recruiters to showcase their company’s unique personality and values, setting themselves apart from the competition. Are you at it yet?
#22: 51% of HR professionals say mentioning “flexible work” in job postings attracts candidates.
And 54% say flexibility encourages retention.
You should also follow this trend to have a better shot at attracting and retaining your A-players.
#23: 64% of candidates would rather hear about the shortlisting of their job application via text than an email or phone call.
How do you approach your shortlisted candidates? If not already, review and adjust your mode of communication ASAP. Align it with your candidate’s preferred channel.
The best way would be to ask applicants how they would like to receive updates for their job application and follow it.
#24: 83% of candidates share that it would greatly improve their experience if employers provided a hiring timeline in their job posts.
For most candidates, being left in the dark during the job hunt is their worst nightmare.
The majority of them appreciate the employers who provide a clear timeline and expectations of the hiring process.
But here is the funniest part – 78% of recruiters think they do a good job setting expectations upfront – only 47% of job seekers agree.
#25: Only 47% of candidates trust the information provided in the job description.
The rest of them – research.
Whether through online reviews or by visiting the company’s social accounts, most of the candidates double-check the information mentioned in the job posts.
Maybe they have been left unsatisfied in their previous jobs too many times, or maybe they are just skeptical.
For whatever reason, at least half of the workers fear they will be assigned additional responsibilities than initially disclosed.
Well, these are not enough, are they? Job marketing is a vast topic, after all, and covers various aspects of the recruitment process.
So, don’t stop here! Explore more such interesting trends and insights along with detailed guidelines to attract, engage and delight talents through your job posts in our latest eBook for absolutely FREE.
It’s a no-cost, all-reward deal. So, waste no more time. Grab it now!
