These days, good people are hard to find and even harder to turn into qualified applicants you can actually place on assignment. When it comes to recruiting, not only must we utilize every possible avenue at our disposal, we also shouldn't forget the critical importance of paying attention to detail.

And this goes double when it comes to the foundation of any agency's online recruiting efforts - the job board.

It happens more than you think. You get a dozen job orders from that client you've been after for months and, after the initial celebration, it doesn't take long for panic to set in. Where on earth are the people going to come from? Did the salesperson tell the client you've got plenty of extras stashed in the walk-in freezer with the extra biscuit dough?

Panic isn't going to solve anything, of course, but taking measured, deliberate steps to get the word out to the right people about your job openings will. And while that certainly means putting your jobs on the various job boards you have contracts with, it doesn't mean throwing up words in a panic and hoping some of them magically convince job seekers yours is the job they want.

You've got to do it right.

Here are a few tips to make sure your jobs postings, whether they are to your own job board or external ones like Indeed and ZipRecruiter, get found and responded to. Taking a few extra minutes to be sure your ads are done correctly can be the difference between dozens of applicants or none at all!

Title - Where it all begins

Your title is the first thing applicants see when they type "warehouse jobs in..."  in any search engine. If you don't use a title that is searched, nobody will see your ad. That's why you don't make "Awesome Job" your job title. Everyone wants an Awesome Job, but anyone who types that in a search engine to try to find one has bigger problems than unemployment.

When choosing a title, put yourself in the mindset of a job seeker. What would YOU type into an Indeed search engine if you were looking for a job like the one you have to list?

Some other helpful title tips:

DON'T USE ALL-CAPS - Not only is it hard to read, but some search engines wont pick it up at all.

Lead with your most important words. If you use a descriptor, use it later in the title.

Be sure there is a space between every word. Nobody types "Warehouse/Forklift Operator" into a search engine. 

Body - Enough but not too much

Your body should include all the relevant information required to peak the potential applicant's interest enough to make him want to apply for the job. You shouldn't post long, boring job descriptions any more than an applicant should give you a five page resume that describes his or her every job duty in graphic detail.

On the other hand, don't make your ad so short that the job seeker can't get an accurate view of what she would be doing, what skills she needs to possess in order to be able to do it, and what the hours and compensation range would be (if you decide to include salary range).  

Some other helpful body tips:

Use at least one set of bullet points to set the ad apart and make it easier to read and more pleasing to the eye.

Include seemingly redundant phrases that are search friendly. Start the ad with something like, "Are you looking for warehouse jobs in the X area? We might just have the perfect thing for you!" Including words and phrases like that in the body of the ad will help you have a better chance to get picked up in searches.

Conclusion - Give them a reason to apply and make sure they know how!

Every job, even the worst, has something good about it, right? I know you're about to comment about a job or two you just KNOW is the exception, but work with me here. The key is finding something, anything to sell. Are they working in the hot sun all day or getting fresh air, a suntan, and feeling the warm breeze blow gently across their face? Are they performing exhausting, backbreaking manual labor or are they escaping the sedentary life and getting much needed exercise? You get the idea. 

Does your client hire them full time after a period of time? Do they provide solid benefits upon hire? Heck, do they give employees Gatorade at break-time? Every job, well, most every job, has something to sell. Its our job to find it and make sure people know about it!

The ad should end with a call to action (apply today!) and exactly what they need to do to apply, whether it's to click a link to apply online or come in your office.

Properly executed job board advertising can be the difference between filled and unfilled job orders. We don't have the time NOT to do this one right!