Junction City Area Chamber of Commerce Launches Job Board

Junction City Area Chamber of Commerce Launches Job Board Main Photo

19 Aug 2020

Junction City Area Chamber of Commerce (JCACC) is proud to offer its new Job Board for Geary County businesses. This is a focused tool that will benefit the community by connecting the area’s workforce to local businesses directly.

“We are excited about sharing our new Job Board with the Junction City/Geary County community,” says Dawn Stephens, Junction City Area Chamber of Commerce Director of Member Relations. “It is an affordable option for both members and non-members and all businesses, large or small. It is our hope that businesses will see the advantage of posting their jobs on a local job website. It’s easy to use and offers businesses the opportunity to feature their job listings at a very reasonable cost.“

Posting job opportunities on the board is free for members of JCACC. (All the many other benefits of membership can be explored at junctioncitychamber.org/benefits.html.) Posting fees for non-members are listed at junctioncitychamber.org/job-board.html. The JCACC will actively promote the Job Board through e-blasts, online newspaper ads, press releases, and possibly radio ads. Follow the JCACC on Facebook for updates. 

Use of the Job Board for job seekers is free. Additional perks include the ability to upload a resume and set job alerts.

The Job Board is just another way the JCACC is working to connect the community. Check out what it has to offer here. Contact Dawn with questions or for more information: Dawn@jcacc.org or 785-530-5222. 

In the meantime, here are some tips for crafting an effective job posting:

Use common and specific terms in the job title.

You want to be as clear and conventional as possible because you want your job title to match what people are searching for. When it comes to crafting a job title, creative terms like “guru” or “ninja” are not very helpful. Assess if your organization internally refers to positions differently than the industry as a whole. For example, even if you refer to an employee as an “Engagement Manager,” but “Membership Manager” is more widely used in your industry, that is the term you should use in your job description.

Summarize the role.

The position overview is typically written in paragraph form and gives job seekers a general idea of what they’ll be doing day-to-day. Statements should be short, but descriptive to be enticing. Make it more personal by crafting sentences using “you,” instead of using third person phrases like “the right candidate.”

Use bullet points for qualifications and job responsibilities.

To boost interest in your job listing, use bullet point formatting to display the qualifications and responsibilities. It makes your job listing easier to scan, and it functions as a mental checklist for job seekers. They can go down the list of bullet points and quickly determine if they have the required experience or want to take on all of the responsibilities of the job. 

The order of the lists matter. Begin lists with the qualities or items that are most crucial and proceed down the list in order of importance.

Be precise about experience needed and responsibilities required.

While using bullet points makes your job description more easily scanned, you need to make sure you are descriptive enough. A balance needs to be struck between short and sweet and letting job seekers know exactly what you are looking for.

For example, say you list one of the responsibilities of the marketing position you are advertising for as “increase brand awareness.” This can leave much open to interpretation. Are you looking for someone savvy in email marketing, social media management, website management, or all of the above? The more specific you get, the more time you’ll save both yourself and potential candidates before you bring them in for an interview.

Share organizational values and culture. 

If it was not stated before, wrap up the posting by highlighting your company's mission, vision and values so that the candidates can gain insight into what your company is all about. While education and experience are undoubtedly important, affinity for a company’s culture is important for employee retention.

[sources: MemberClicks and Recruiting.com]