The Leadline Blog

Marketing Jobs As Positions For Retention-Focused Hiring

Transform your recruitment approach with Retention-focused hiring methods. Explore the impact of using 'position' to attract and retain top talent.

It’s time to rethink your approach to retention-focused hiring.

In the Leadline product, we use the term “position” to describe a job requisition with some workflow automation rules. From a technical perspective, this allows us to easily configure our platform around our client’s unique requirements and needs.

However, from a recruitment marketing perspective, there is a deeper reason why we talk about “a position” and not just “a job”. The term “position” actually matters when it comes to employing retention-based hiring practices across your organization.

I found a great quote from a Quora post1 that I thought nicely summarized the “dictionary definition” of positions and jobs:

A job is task oriented. You have expectations from the company that you will execute and accomplish specific tasks during the day in exchange for a paycheck. You do the work the company pays you a wage. You are responsible for the quality and quantity of your output.

A position usually means you are responsible for others and/or processes. The company expects you to ensure a broader scope of collective work is completed. You are responsible for the outcomes matched to goals and objectives.

Now ask yourself this: which one do you think correlates with reducing employee turn-over in your organization? This is why we use the term “position”.

Job Descriptions Get Stale Quickly—Because the Job Evolves

If you’ve ever stayed in a role more than 12 months, you’ll understand how your job naturally evolves and changes—not just the functions and responsibilities, but also technologies and processes. Think about how much has changed compared to the original job description prior to starting the job. From a candidate’s perspective, a “position” implies there is change and growth opportunities, which might be super attractive to some candidates who express a natural desire to learn and grow at their job.

With all retention-focused hiring strategies, remember to consider what happens if you do hire candidates under the perception they will learn and grow at their job: they also expect a path for career advancement, so be sure to consider this aspect as part of initiating the hiring process.

[Pro Tip] One good way to talk about this during an interview? Prepare examples of colleagues within your organization that have developed similar career paths in your organization who may have started in the same role.

A Position Infers a Group or Team of Employees—Let Candidates Know About That!

In the context of a larger group or mission, a “position” is more team-oriented. Think of a sports team analogy, where players each play a “position” instead of a “job”. This is because the job changes based upon the objective or mission of the team. Operating a business is often no different—so it’s important to get candidates into the habit of a team-oriented mindset before they become employees.

With increasing demand for brand content on social media and other marketing channels, recruiting content is a great subject your marketing team can produce for. Photos or videos that promote the team working culture which candidates will ultimately be a part of is a great way to market your jobs.

[Pro Tip] Grab photos at group events, screenshots during virtual team meetings (the Microsoft Teams Avatar feature2 is pretty cool), or examples of your new employee welcome experiences so you can allow candidates to connect with your team before they show up to their first day at work. Showcasing your company culture is a great way to enhacen your retention-focused hiring.

There is also another benefit of “team” or position-based hiring. With referrals being one of the top sources of finding candidates, their friends/references help with their onboarding and training. Think about how someone explains the job to their friend before inviting them to apply.

Retention-Focused Hiring: Better Hiring Practices For Employers & Job-Seekers

Part of Leadline’s use of the “position” terminology is intentionally designed to promote healthier recruiting practices. A lot of great resources—such as this Harvard Business Review3 article, bring to light the years of poor recruiting practices which are costing companies billions of dollars in wasted spend.

Another reason why Leadline uses position-based advertising strategies is it is fundamentally cheaper and more efficient. Instead of having to dedicate resources to building an individual ad for each of 10 requisitions, you can use a single position in Leadline to source a pool of applicants that can then be placed into a specific requisition. This is also a great marketing tactic because you can advertise 1 open role on your website, instead of advertising an open job count on your company website that might be perceived as alarmingly-high to some candidates.

Wrapping-Up: Position-based Marketing is the New Way of Recruiting

Marketing your jobs in a candidate-friendly way is difficult when often times job descriptions are outdated, disingenuous, or overly formal. By centralizing your team’s hiring practice around position-based marketing methods, your team can find better candidates more efficiently with less overhead.

Often times teams struggle to “break the cycle” formed from years of outdated habits; this is normal, but there are simple ways to start improving your corporate recruiting practices. The best place to get started is to review your existing job descriptions and see whether the way they are written in a style that supports position-based marketing. If you’re not sure they do, check out our guide on how to craft D.Y.N.A.M.I.C job descriptions.

Additional Resources

Free resources to help you and your team optimize your retention-focused hiring

Looking for additional resources on how to better advertise your jobs? Check out our the guide on creating dynamic job descriptions that stand out to candidates and level up your retention-focused hiring. 

Download the Guide