Stop Hiding! You Need Feedback for Your Job Ads!

I often hear the statement "HR needs constructive criticism when it comes to their job ads".

It's a bold statement. But it's one I believe to be very true, especially if you're looking to improve and evolve as an organization.

Notice I said, constructive criticism. Don't get me wrong, I know that it is an idea that no one really loves. It's that second word in there, criticism, that usually has people running away from it.

When we think about receiving criticism we think negatively because it means we've done something wrong. Criticism is defined as an expression of disapproval. So instead of talking about criticism, constructive or not, I want to talk to you about feedback today.

Feedback and criticism are pretty similar, but when you're asking for feedback you might hear positive comments as well as negative.

In today's post, I'm talking about not only why HR needs feedback, but also how you can gather feedback in an effective way to help improve your job ads.

What you can do to start gathering feedback from your applicants:

• Show your job ad to current employees and ask for feedback.
• Post the job ad to facebook groups and monitor questions.
• Ask people who apply "Was there anything you saw in the ad that almost stopped you from applying?"
• Install exit software on your career site.

If you feel like your job ad isn't even ready for the first few rounds of feedback, take a look at our Guide To Writing a Killer Job Ad to help you get a solid jumping off point.