Ask-an-Expert: Want advice on Job Posts, Interviews, Training, or Retention...send them!

Hi Kasy,

Thanks for your posts, here are my insights and suggestions:

Salary:

1. Great job stating the salary. However, I recommend changing from a range to an hourly pay rate. A range of $400 per week at that pay rate is very wide, and Job Seekers will be deterred from applying because such a wide range makes the post appear less creditable. For your knowledge, the average hourly pay for a cleaning job in your area is $22.78 phr ($911.20 week at 40 hours).

Skills Questions:

1. Why are you asking if they have a driver’s license and if they have driving experience? This seems repetitive unless applicants require a CDL or specific commercial experience. If a CDL is required, I would make that a separate question, otherwise remove “Do you have experience in Driving” question.
2. Your question of “Do you know English” could be confusing. Do Job Seekers need proficiency in speaking and understanding English? Do they need proficiency in writing and reading English? If so, make each its own question.

Benefits:

1. You mention providing paid training and on-the-job training. I recommend stating the pay rate during this training period if it is different than during normal employment. Most jobs provide a different pay rate, so being clear is important for setting expectations.
2. 2.Do you provide any matching for the 401(k)? If so, stating the matching percentage is a HUGE differentiator for talent selecting your company over your competito.
3. What do Job Seekers have the opportunity to advance to/in? Pay, roles, responsibility, etc. Providing more detail here is a big part of finding the right fit talent that you seek to grow your company.
4. A “Flexible Schedule” is currently the most desired benefit of Job Seekers. I would move this benefit to the top of the list, and also explain what a flexible schedule at your company means.

Responsibilities:

1. This section needs WAY MORE “meat”. The fact that you’re having difficulty with Job Seekers not understanding the expectations of the role is likely because this section lacks details on the actual day-to-day operations of the job. In a section like this, I like to put in an “Easter Egg” phrase that applicants should report back either in their application or initial phone screen. This helps ensure you’re spending your time responding to serious Job Seekers and not just folks clicking the quick apply button.

Final Word

1. This section is confusing and seems like a copy/paste of information above. I would remove this section entirely.

Hope that helps, and Good Luck!