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Roberta Matuson
Identify the best talent in the world.
  • Identify
  • Acquire
  • Nurture
  • Retain

Roberta's Recent Publications

The Magnetic Leader

Employees don’t work for companies; they work for people. The more irresistible you are as a leader, the more pull you have for employees to want to stay and for your customers to remain loyal. Read Excerpt

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Roberta's Recent Publications

Talent Magnetism

Your company is only as good as the talent you keep. Learn the new rules for attracting top talent and getting them to stick around. Excerpt

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Roberta's Recent Publications

Suddenly in Charge

Honored by the Washington Post as a Top 5 Business Book for Leaders.

Learn how to manage up, down, and succeed all around... Excerpt

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Roberta's Recent Publications

Suddenly in Charge

Learn how to save your company millions by improving the quality of your hires, while improving productivity. Slash costly employee turnover.

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Resources

Tips for creating an effective online job posting

Online job recruitment is here to stay and just about everyone is doing it. Like print ads, your goal is to stand out from the competition. But that's where the similarity ends.

In today's fast-paced environment, job candidates are quickly surfing the Internet for the next big wave, or in this case, job opportunities. Here are some tips to help you capture their attention and optimize your online recruiting investment:

1. Organize your content

Present your content (job description, company info, etc.) in an easy to read format, one that you would find appealing to read.

2. Be specific

Provide job seekers with enough information so they can decide if this position is appropriate for them. Include job title, brief overview of the position, job requirements, necessary education, key employee benefits, and contact information in your posting.

3. Use traditional titles

The title "Computer Geek" might stand out in a field of job postings but your posting might not come up when candidates search with traditional job titles. Stick to established job titles. This way you know you won't get missed.

4. Tell job seekers what's in it for them

Tell jobseekers upfront what's in it for them. Describe your culture using terms that appeal to the type of candidates you are trying to attract. For example, if you are a hip California based-technology company looking for an outside sales rep, consider starting your posting off by asking candidates to envision themselves cruising the California Coast in their convertible as they follow up on established leads.

5. Tighten job specifications

Rather than saying "five plus years' experience", consider saying "5-7 years' experience required". This will help minimize the number of responses you receive from overqualified candidates.

6. Use important keywords

Candidates search online job databases using keywords. Include keywords that are unique to the job so your job posting is easily found.

7. Be concise

Less is better. Focus primarily on what job seekers need to know. Direct them to your website for the details.

8. Disclose your company name in the job posting

Even during tough economic times, candidates are hesitant to apply for jobs without knowing the name of the employer. Whenever possible, reveal your company name. This will increase the number of qualified respondents, particularly those with industry experience.

9. Provide location

Many online job postings encourage candidates to apply for positions electronically and no longer include a snail mail address. Remember to include your town so candidates can assess whether the position is geographically desirable.

10. Provide the company URL

Make it easy for readers to find your website. Include a direct link to your website in your posting.

11. Include preferred method of contact

Let employees know the method of contact you prefer.

12. Proof your posting

It's important to avoid typos, particularly when posting jobs online. If the job title is misspelled, your job opportunity might be missed entirely.

13. Know your audience

Candidates who use the Internet for job searching are generally computer savvy. Make sure there are electronic ways to apply to your job posting.

14. Quality, not quantity

Keep in mind the goal is to attract quality candidates - not to gather a huge stack of resumes.

15. Be creative

Take some chances and measure success based on the number of quality hires you make as a direct result of your online posting.

Testimonials

"Roberta's guidance has dramatically increased my ability to pull in and retain the talent we need to take our organization to the next level. She's proven to be a trusted advisor and I wouldn't hesitate to recommend her to other CEOs who are looking to accelerate..."
Tom Hopcroft, President & CEO
Mass Leadership Technology Council

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"The coaching that Roberta Matuson provided for one of our retail store managers renewed the manager’s excitement in her work, provided her with increased skills in the selection of new employees and gave her the tools she needed to better manage her staff..."
Mary G. Rahal, VP, Human Resources and Administration
Morgan Memorial Goodwill Industries, Inc.

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"Roberta was able to clearly define our project objectives and the methodology that we needed to reach those objectives. Roberta helped us pinpoint the root cause of our problem by using in-depth probing techniques that gave her access to important data we did not have..."
Amy Waryas, Director, HR
The Boston Beer Company

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"Roberta worked with us to create a comprehensive onboarding program. With her guidance, knowledge, and expert HR advise we have successfully launched our company-wide training initiative. We now assimilate new hires into the company more effectively than ever..."
Ted Winston, Co-Owner
Winston Flowers

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"When it comes to management of people, Roberta sees through all the noise and gets right to the heart of the matter..."
Mark Spitzer, President
Photonic Glass Corporation

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"As we have grown, Roberta has provided continued support to help us work through complicated personnel issues while allowing us to focus on other areas of our business. Our employment practices truly support our business goals..."
Paul M. Zavracky, Ph.D., Former President and COO
MicroOptical Corporation

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"Roberta has saved us time and energy on situations we may have needlessly wrestled with. We consider her a partner and look for her guidance often. Roberta has provided a welcomed service to Six Red Marbles..."
Sarah Smith White, President
Six Red Marbles

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"Roberta was tenacious about keeping us focused on completing our project on schedule. The finished project was comprehensive, professional and passed the scrutiny of legal experts. I would definitely use Matuson Consulting again..."
John Blake, Former COO
Advanced Results Marketing

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"Roberta has been a tremendous mentor and coach to me over the past year. She has partnered with me on multiple professional development fronts, as well as helping me through some very challenging situations. I found Roberta to be wise counsel!"
– Allison DiSiena, VP of Recruiting, Marketing, Interactive and Creative Services Division, 24 Seven Inc.

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"Roberta Matuson was our answer. She met with us, developed a plan, walked us through the process to record our policies and procedures. She helped identify areas where policies were non-existent. She then developed and produced our employee handbook. We still use it today..."
Tim Slattery, CEO
CFSmail.com

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"Roberta presented an engaging and informative webinar on “Managing Up in a Top Down World” for Northeastern University’s alumni. This thought provoking session provided practical strategies for navigating office politics and building effective relationships for career advancement. Roberta’s extensive expertise and knowledge of workplace trends was apparent as she skillfully answered a wide range of questions from participants. Her well-organized presentation made it easy for the audience to commit to implementing her advice."
Michele Rapp, Associate Director
Northeastern University

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"Roberta’s ability to provide new leaders with insights on matters that few are willing to discuss is refreshing and will serve our members well. As a CEO, I'm especially impressed with her ability to quickly distill difficult situations and provide pragmatic advice that can be quickly and successfully implemented."
Aradhna Malhotra Oliphant, President and CEO
Leadership Pittsburgh Inc.

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"I have had the opportunity to experience Roberta Matuson’s “fast track” coaching. Her candid, succinct and concise approach provided positive reinforcement toward my professional goals."
Cheryl Schondek, VP of Food Acquisition and Supply Chain
The Greater Boston Food Bank

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Talent & Your Bottom Line: The Employee Turnover Calculator

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