If you’re looking for the short answer about bundling benefits into your job postings, the answer is no – you don’t need to write about your benefits package in the job posting. If you’re here for the long haul, let me tell you a story.
See, I had to write 600 job postings for free.
Ok, I didn’t *have* to – but I did offer. It all happened when I added a call to action to my webinar that I knew no one could deny. I’ll write your job post for free.
Before you get too excited, I don’t offer this now. I did write a course on how to write job postings after learning all that.
I was right about the “offer they can’t deny” part. Two hundred people contacted me in the first 30 minutes. Over the next two hours, that number doubled. Then it doubled again. Then I took that form down.
What surprised me wasn’t only the sheer volume. It was also the variety of people who called. I wrote job posts for truck drivers and technicians, podiatrists, and temperature screeners. I wrote job postings for jobs I didn’t even know existed.
Yet every single one had the same issue: the postings were way too long. Most recruiters love to use 1,000 words when they need 200.
When I mentioned that the post might be a little too much in our first meeting, the reasons were always basically the same – whether I was talking to a Fortune 500 or a Mom-and-Pop Shop.
- I have to be specific to get the right person to apply
- I have to be specific to get the wrong person not to apply
- I need them to know everything about us
- I want to persuade them with perks
Do benefits matter on the hiring bottom line?
Benefits matter. Delete that angry email right now, Benefits Administrator. I’m not here for you. Coronavirus has made it very clear that benefits matter for our quality of life and safety.
Is it part of the decision to even apply? Nah.
You don’t talk about the wedding on the first date. You don’t need to break down the entire benefits package to see if someone can do a job. That’s the purpose of your job posting, after all, to have someone confirm if they can do this job on our terms.
If they want to is up to them to decide.
But of course, the perks can be persuasive in scenarios where I’ll allow an asterisk on my new rule.
When to write about benefits in your job posting
Let’s keep this simple. Unless your benefits are persuasive, pass on posting them. Most people don’t know how to compare a benefits package, especially when it’s woven into your posting like some present.
With that said, there are three scenarios where you have to talk about perks.
- If they’re really good. Look, if you’re doing an excellent job, tell people.
- If they make your high volume/low retention or hyper niche job more competitive. If you’re competing for talent and know you’re better, don’t bury your competitive advantage.
- If you don’t offer them.
If you want more details on what to write, buy the course.
So when should you talk about benefits? In most scenarios, benefits belong in the interview, not the job posting. Encourage teams to talk about benefits in interviews and train the hiring manager on what to say/resources.