Are you recruiting for part-time and full-time positions in the same job posting? The surprising reason why it becomes harder to attract applicants
"We weren't getting any applications, so we broadened our recruitment criteria."
This is something I often hear from recruiters.
For example,
Those who can work 3 or more days a week
Full-time applicants welcome
Consultation available for those within the tax deduction limit
At first glance, it looks like you are widening the scope for applicants.
However, this idea of "recruiting broadly" can actually cause you to miss out on opportunities for applications.
"Anyone can apply" can sometimes mean "this isn't for me"
For example, a parent raising a child who wants to work 3 days a week.
If the job posting says
"Those who can work 3 or more days a week"
they might feel,
"I wonder if they actually prefer someone who can work 4 or 5 days a week."
they might feel,
On the other hand, someone looking for full-time work might think,
"I wonder if this job is meant for those within the tax deduction limit."
they might think,
Even if the company intends to "welcome both," job seekers may feel that the position "might not be for them."
A job posting is not just a list of "recruitment criteria," but a "message to your target audience"
A job posting is not just a list of conditions.
"This job posting is for you."
It is also a message that conveys that.
That is precisely why, when you combine different working styles into a single job posting, the target audience you want to reach becomes blurred.
Different working styles mean different messages resonate
For example, what someone who wants to work within the tax exemption limit wants to know is:
Will I be able to make it in time for school pickup?
Can I work within the tax exemption limit?
Is it easy to balance with family life?
On the other hand, those looking for full-time work tend to prioritize points such as:
Can I advance my career?
Can I enroll in social insurance?
How much will my income be?
These are the points they tend to prioritize.
Even for the same administrative role, if the working style is different, the content you should convey in the job posting also changes.
Aim for a "job posting that resonates" rather than "collecting many applicants"
Of course, this does not mean you must always separate your job postings.
However, if you feel that you are not getting enough applicants,
instead of thinking, "Are the recruitment conditions too strict?"
consider this:
“Is it clear who this job posting is aimed at?”
I recommend reviewing your job posting from this perspective.
By clarifying your target, it becomes easier for people to feel that “this job is for me,” which can lead to more applications.
Summary
When you want to increase the number of applications, you might be tempted to broaden your target audience.
However, in hiring, “recruiting broadly” does not always lead to results.
People who want to work part-time.
People who want to work full-time.
The way of working that each group is looking for is different.
That is precisely why clearly communicating “who you want to hire” is the first step toward getting applications.
From Shufu no Mikata
A job posting does more than just convey job duties and conditions.
It is an important communication tool for making job seekers feel that “I could work here in my own way.”
If you are not getting as many applications as you would like, why not review your posting from the perspective of “who is this job aimed at” before reconsidering the hourly wage or the job board?
At Shufu no Mikata, we offer consultations on recruitment conditions and how to present job postings based on feedback from job seekers, primarily those in the child-rearing generation.