If you’re not aware, there is a community for eLearning professionals called the eLearning Guild. They provide education, research, a job board and much more. I’m mentioning this for a couple of reasons. First, if you’re trying to learn more about eLearning, this could be a place for you to do so. Second, if you’re looking for an eLearning professional, this might be a place to find one.
Lastly, if you are trying to retain eLearning professionals, this is someplace to consider joining.
Jane Bozarth, director of research at eLearning Guild, recently shared with me her report on “eLearning Salary & Compensation: Advice for Workers, Recruiters, and Hiring Managers”. The report outlines average salaries, by title, education, and certification for the eLearning profession. It’s a great read for organizations and individuals about what is currently happening within the profession (and it’s FREE to HR Bartender readers!)
What struck me though about the report was the level of clarification needed for roles in this area. For example, when it comes to eLearning professionals, does the organization want someone with video and audio production background? And if so, how much? Should the candidate have experience with content curation? What about mobile app design?
You get my point. When recruiters are conducting a search for eLearning professionals, they need to have the right level of detail to draft a clear job posting. Words like “eLearning” might not be enough.
This could explain why some organizations are so frustrated with their recruiting strategies. If job postings aren’t clear enough, the result will be a lot of applicants believing they’re qualified when the organization thinks they’re not.
Take this thinking to the other job postings being crafted. Are organizations looking for “accounting” professions when they really want someone with payroll experience? Or is a company advertising for a “sales representative” instead of a candidate with proven cold-calling skills? The quality of the job posting will have a direct bearing on the applicant flow received.
Take some time during the recruiting strategy meeting (aka “intake” meeting) to talk semantics. Ask hiring managers if they feel some wordsmithing would yield candidates that are more aligned with the actual duties of the job.
Conduct A/B testing if possible. Look at older job postings. If feasible, make a change and track it. You know what your applicant flow was for the prior posting. Now see if that word change or clarification helps produce more qualified applicants.
Look to professional associations for information. One last thing to consider when developing job postings – professional associations, like the eLearning Guild, are doing the homework for you. That’s definitely worth the cost of membership.
While I believe organizations need to spice up their job postings to stand out in the crowd, it’s important that “spicing up” doesn’t translate to “watering down” the job requirements. Because it will impact who applies, who gets hired, and ultimately the organization’s bottom-line.