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

Hi Judi,

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

AI

Correct me if I’m wrong, but it appears this job post was written using AI. The high number of “—” throughout the document is a dead giveaway. A major issue with using AI written job posts is that Google Jobs has extremely sophisticated systems to identify them and prevent them from appearing on searches.   

 Salary:

1. Great job stating the salary. However, your pay is at the bottom range of both agency and private cleaner pay for your area. Commercial agency cleaner pay averages at about $20.50 phr in Calgary.
2. “Paid gas reimbursement” Let Job Seekers know when they’re paid, i.e. each day, end of week, bi-weekly.
3. Is training paid at $19 phr? If there is a different pay rate let Job Seekers know.

 Responsibilities:

I highly recommend adding a Responsibilities section to let Job Seekers know right up front what is expected of them and what they can expect when it comes to 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.

Communication:

Email is DEAD!!! Asking Job Seekers to email you is like wishing on a falling star. Text messages are the preferred method of communication for all age groups. For context, 99.1% of communication between Job Seekers and Employers on BlueRecruit is via text. On the contrary, only 11% of emails from Employers to Job Seekers on BlueRecruit are responded to. My top suggestion for your job posts is to start text messaging Job Seekers. If you must, wait to rely on email communication until after initial communication has been made and the interview process has begun.

Hope that helps, and good Luck!