It may be easier at the time to post one listing for ‘All Positions’ in need of filling instead of listings for specific positions, but will it pay off in the end? Probably not, and here’s why.
Let’s start from the top of the hiring game: attracting talent.
This begins with discovering your open job(s), which Sirvo strives to make as easy as possible; with our Search feature, candidates can simply type in a keyword and see all relevant results.
In most cases, the keyword will be a job title, which means that “All Positions” with no mention of actual positions won’t be shown as a result. This drastically decreases your chance to reach potential employees right off the bat.
Beyond the title, the description and requirements are even more important!
To make a smart hire in less time, attracting the candidates you’re looking for, from personality to skill-set, is a necessity.
The specifics you require for each position are must-haves in the job listing because it tells candidates exactly what you need in an employee, so they know whether or not they fit the bill. Without them, you’re more likely to receive applications from those who don’t possess the necessary credentials required to fill the position instead of those that do.
Plus, in the future, Sirvo will offer job-candidate matching based on how qualified candidates are according to the details in the job listing, but you won’t be able to take advantage without including specifics about experience, skills, and requirements.
When it’s time to review applications, let Sirvo help.
To make it easier for employers to hone in on qualified candidates, Sirvo provides an applicant tracking system, which assists in organizing and managing candidates.
Every job listing has its own ATS Inbox where, upon receipt, applications are stored by default. From that point, after reviewing applications, candidates can be moved to Qualified or Declined based on whether or not they are still in the running for the position.
This way, applications are automatically sorted by position, making it easy to review and compare candidates. This is also helpful if hiring is conducted by several people. All applications to ‘Position A’ are separate from applications to ‘Position B’.
However, job listings for “All Positions” will negate this first level of organization built into the ATS, making it more difficult to review and manage candidates for each position.
The bottom line: hiring for ‘all positions’ is harder than the alternative.
Although it may take some additional time up front to create job listings for individual positions rather than lumping them together, you’ll definitely make up for it when it comes time to review applications and hire.
Not only are you increasing the odds of engaging professionals that have the specific qualifications that you’re seeking, you’re also making it easier for you and your staff to manage the entire process.
It all boils down to making your hiring process as efficient as possible, meaning the resources you spend attracting candidates, reviewing applications, and ultimately hiring are just what’s necessary to find the right person for the right position.