In a tough, competitive market, job postings should be viewed as an opportunity to set your employer brand apart. These job postings’ll be the first interaction candidates have with your organization, so make sure you stand out by following this simple tips.

1. Upload a video message from the hiring manager

Video is being increasingly used in recruitment and it’s easy to see why. They provide transparency and authenticity to the candidate, they’re dynamic anf they’ve got great reach. Short, clear videos with your hiring manager promoting a job opening are much more likely to be shared than a regular text job posting.

Video provides a very low cost-high impact opportunity to broaden the reach of your job post. You can upload your recruiting videos to the company’s YouTube channel and other social media profiles as well as embedding them on your career site.

2. Get the job title right

The job description is meant to attract qualified candidates as is the first attempt to connect with them. With million jobs listed online, a great job description can help your organization stand out from the rest while engaging the right talent.

A good job title typically includes a general term, level of experience and any special requirement. The general term will optimize your job title to show up in a general search for jobs of the same nature. 65% of job seekers said they would not apply to for a job if they don’t understand the title, therefore avoid internal lingo and non-traditional job titles, that may confuse the job seeker. Write simple sentences, use bullets and distinguish between a requirement and a preference.

3. Make your listing available on all relevant channels

Any good recruiting strategy has to embrace at least 2 or 3 sourcing channels to make sure the reach is high enough to attract the best possible talent. Yes, where you look for candidates will vary depending on the job you’re trying to fill, but still, you’d be smart to not put all your eggs in one basket. Using multiple recruiting channels is a must, with each one offering unique value to employers.

Social media has increasingly become one of the go-to channels for job posting, specially in volume recruiting. It’s where candidates live, express themselves and connect with other people. Social media allows employers to showcase their brand values and company culture. This makes it easier for candidates to build trust with your organisation and attracts talent that shares your company’s vision.

Job boards are essentially the search engine that candidates use when looking to apply. Around 65% of candidates who are seeking new employment will do it directly through these sites, so it’s safe to say that job boards are still the staple of online recruiting.

Employee referrals hold the largest retention rates of any sourcing channel. Building a good referral program is hard work but it definitely pays off. Your employees are the best ambassadors to attract not only the best talent, but talent that actually fits your work culture and environment. Candidates will trust current employees much more than any job description they encounter in the market.

4. Beyond the JD: say what makes your company different

Job seekers want to know what they are signing up for when they apply for your opportunity. Providing an overview of your company goes a long way in building trust and setting up clear expectations for the position. Focus on how the worker will benefit from being in the role and part of the company.

Since candidates are increasingly reading this job postings on their phones, you should find a balance between providing enough detail while keeping your description concise. According to sources like Indeed, you can increase your chance to have up to 30% more applications by keeping the job description between 500 and 2,000 characters.

5. Answer questions dynamically with a FAQ chatbot

An FAQ bot will help you provide all the information your candidate might need to choose your job posting instead of the next. Being able to answer all the common questions regarding company culture and benefits at all times makes your recruitment process more efficient and separates your from the crowd. Providing this information to the candidate without them even asking for it builds trust and let’s them know you understand them.

Consistently standing out is not easy to accomplish. Putting together a strong work culture that empowers your recruiters to look for different ways to source and attract candidates will take you half-way there. If you’re enabling them with tools that allows them to focus on the creative part of recruitment, great talent will follow.