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--- |\n| | © 2022 KMA Human Resources Consulting, LLC |\n\n|  |  |\n| --- | --- |\n|  | \u003Cbr>KMA Human Resources Consulting |\n|  | • Since 2007, KMA has provided businesses throughout New England |\n|  | with recruiting and HR consulting services . |\n|  | • KMA’s recruiting team works with organizations of all sizes to find |\n|  | the right talent for their needs – today and in the future . |\n|  | • We have 35 consultants across Maine, New Hampshire, |\n|  | Massachusetts, Connecticut and New York. |\n|  | • We recruit for all levels, including executive, professional, entry level, |\n|  | and labor and manufacturing. |\n| | © 2022 KMA Human Resources Consulting, LLC 2 |\n\n|  | Where are the employees? |  |\n| --- | --- | --- |\n| | © 2022 KMA Human Resources Consulting, LLC | 3 |\n\n|  |  |  |\n| --- | --- | --- |\n|  | \u003Cbr>The Great Resignation |  |\n|  | • 4.5 million U.S. workers quit their jobs in November 2021 – a |  |\n|  | record high |  |\n|  | • Up from the 4.2 million who quit in October 2021 |  |\n| | © 2022 KMA Human Resources Consulting, LLC | 4 |\n\n| | © 2022 KMA Human Resources Consulting, LLC |\n| --- | --- |\n\nReasons for leaving  \n• Acceleration of baby boomers retiring.  \n• Americans are looking for “better” jobs-that may include better benefits, higher pay and flexible hours or remote work.  \n• The Pandemic provided the motivation for career/industry change.  \n• Migration to remote work – an estimated 36.2 million Americans will be remote by 2025 according to Future Workforce Report.  \n5  \n\n|  | Recruiting Starts with the Job Posting |  |\n| --- | --- | --- |\n| | © 2022 KMA Human Resources Consulting, LLC | 6 |\n\n|  |  |  |\n| --- | --- | --- |\n|  | \u003Cbr>Job Description vs . Job Posting |  |\n|  | Description:\u003Cbr>• Official outline of the job stating all responsibilities involved and all requirements .\u003Cbr>• Used as an agreement between employee and employer as a contract of position expectations .\u003Cbr>• Not recommended for the job posting.\u003Cbr>Posting:\u003Cbr>• A simplified summary of the job, focusing on the basics . Less formal.\u003Cbr>• Removing any requirements that may deter applicants .\u003Cbr>• Includes positive language promoting the employer/company.\u003Cbr>• Used as more of an advertisement for the job.\u003Cbr>• Think of it as a sales document. |  |\n| | © 2022 KMA Human Resources Consulting, LLC | 7 |\n\n|  |  |\n| --- | --- |\n|  | \u003Cbr>Tips for crafting a Job Posting |\n|  | • Try to keep to one page and 700 – 2000 character |\n|  | • Most applicants are using a mobile device when doing a job search. |\n|  | • Indeed Hiring Insights shows 100 to 325 words = 30% more |\n|  | applicants! |\n|  | • The more entry level, the shorter the job posting should be . |\n|  | • Job titles matter!! Use key words that are trending and keep the title |\n|  | to 35 – 60 characters . |\n|  | • Ex: Sales Rep versus Account Manager on Indeed |\n|  | • Sales Rep received 60% more clicks and 75% more applies. |\n| | © 2022 KMA Human Resources Consulting, LLC 8 |\n\n|  |  |\n| --- | --- |\n|  | \u003Cbr>Job Posting Insights |\n|  | Good to Have: |\n|  | • Info about your company |\n|  | • Salary/wage info |\n|  | • Specific shifts/hours/location |\n|  | • Benefits |\n|  | • Experience required (great time to re-evaluate your requirements) |\n|  | • Duties of the job and specific location |\n|  | Great to Have: |\n|  | • What it’s like to work there – the culture |\n|  | • What’s in it for the applicant |\n|  | • Your corporate mission/responsibility |\n| | © 2022 KMA Human Resources Consulting, LLC 9 |\n\n|  | \u003Cbr>Sample Language – make it personal\u003Cbr>Instead of listing responsibilities:\u003Cbr>• Tell the applicant how they will contribute to your company.\u003Cbr>• What is the work they will do?\u003Cbr>• What are they bringing to the role?\u003Cbr>Instead of qualifications and experience:\u003Cbr>• What they’re good at.\u003Cbr>• What they bring to be successful.\u003Cbr>• How they will make a difference .\u003Cbr","cbCaiaiU0LlwUWHF","https://ap.wps.com/l/cbCaiaiU0LlwUWHF","pdf",206768,22,"English","# Recruiting Strategies for a Shifting Economy\n## The Great Resignation\n## Reasons for leaving\n## Recruiting Starts with the Job Posting\n## Job Description vs. Job Posting\n## Tips for crafting a Job Posting\n## Job Posting Insights","[{\"question\":\"What factors are driving employees to leave jobs?\",\"answer\":\"The document highlights retirements among baby boomers, the search for better jobs with benefits and flexible options, pandemic-driven career changes, and migration toward remote work.\"},{\"question\":\"How does a job description differ from a job posting?\",\"answer\":\"A job description is a detailed, formal outline of responsibilities and requirements used as expectations for employee and employer, while a job posting is a simplified, less formal summary that promotes the employer and functions like an advertisement.\"},{\"question\":\"What are the key tips for creating an effective job posting?\",\"answer\":\"The presentation recommends keeping the posting to about one page (700–2000 characters), optimizing for mobile users, using trending keywords in the job title (35–60 characters), and tailoring length for more entry-level roles.\"}]","Recruiting Strategies for a Shifting Economy - HR Recruiting Presentation | PDF",1789360298,8]