If being in the professional work force has taught you anything, it’s that you really have to think before you speak. I mean, really stop and think. The jokes that fly between you and your BFF don’t always translate well between 9 and 5. And the brutal honesty you share with your friends (”Why are you dating that loser?” “That shirt makes you look like my grandmother.” “Really, a little Listerine goes a long way.”) won’t earn you any new work friends. It might even get you fired.

Never fear! Bring some fun into the workplace thanks to CareerBuilder.com’s new interactive campaign, Anonymous Tip Giver. Just don’t get too carried away. Remember, not everyone shares your sense of humor.

Just go to the site, pick a fun character to use a the visual, decide whom you want to not-so-gently give a tip to, and hit send. You can tell your co-workers or your boss that their make-up could be toned down a bit or that their cologne has been giving you asthma for years now. Or you can pick from a pre-made list of tips like, “One out of 10 people think your barking dog ring tone is funny, that one person is you.”

Have fun with friends, colleagues, family, and co-workers! Let us know if you come up with any good tips to share with our readers.

Also relive some of our viral oldies, but goodies:

• Monk-e-mail
• Age-o-matic

While you can tailor the inspiring of individuals to their unique personality types for the most effectiveness, that luxury is not available when needing to motivate your company collectively. This is because businesses are typically comprised of a multitude of individuals with different responsibilities who respond to motivation in different ways. Therefore, when seeking to motivate an organization as a whole, a different approach must be taken.

When done so appropriately, the effect of a highly-motivated team can score big in terms of proficiency and profitability. As NBA Hall of Fame player and coach Pat Riley says, “Great teamwork is the only way we create the breakthroughs that define our careers.” Therefore, to inspire across a wide spectrum, incorporate the following game plan to push your team ahead to new heights.

5 Tips for Motivating the Team

Listen
As a sales goal, you may offer an all-expense-paid vacation to Guam or a brand new motorcycle. They might be prizes you would like, but what about the rest of the company? If someone has a fear of flying or hurtling down the road on less than four wheels, then it’s not likely that individual will be over-inspired to press on towards the goal. Poll your team to find out what types of incentives are of interest to them. Additionally, it shows employees you care about what they care about, and makes them feel part of the process in building a plan for success. 

Think Nobly
Everyone wants to be part of something that benefits more than a bottom line. Noble causes are not written into most everyday job descriptions, but it’s not difficult to apply a philanthropic perspective to what employees do. If your product or service is related to the environment or education, play up those facets. Salesmen can be consistently reminded of how what they sell benefits the lives of consumers, and recruiters should keep in mind how each job they fill enables those individuals to put food on the table and betters the economy. Even those who feel their jobs have limited responsibility but have contact with the general public should be made aware how even the smallest of comments can make a difference in someone’s day. 

Build Mo for Mo
Generating momentum can help build motivation within your team. Set a long term goal for the organization and start small, but then escalate the motivation method as the finish line for that challenge approaches. If your sales team goal is to generate X amount of new orders, initiate a spiff for the force that includes a small bonus or prize that increases with each sale. For a product launch, kick off with an occasion unveiling the vision, establish events for essential earmarks as the process surges forward and then culminate with something monumental, each step intensifying as efforts to complete it coincide. Employees will become caught up in the excitement as small sparks start igniting things on fire, burning up any apathy.

Stir Up Competition
Nothing helps to stir things up in a positive and profitable fashion more than a little competition. As Microsoft founder Bill Gates once said, “Competition is always a fantastic thing… it keeps us on our toes.” It can motivate both the go-getter and passive employee when the right buttons are pushed, but you must avoid pitting your employees against one another in a negative context. Instead, create a friendly contest that can be fun, boost morale and serve as a boon to the company such as new ideas for generating business; creating a new slogan, TV commercial or print ad; or the standard highest number of sales each month. Prodding the ego internally can lend itself to your organization faring better than its external competition in the long run.

Celebrate
In working to motivate the troops towards success, do not forget to recognize the effort once you get there. It is easy to overlook accomplishments and move on to the next challenge, but honoring the endeavors made by your team through a group outing, a catered meal or an in-house party is a great way to not only motivate them for future challenges, but show your appreciation for the response to the motivation techniques you used to help get them there in the first place.

While this list might spark some new ideas, we’re also interested in what works best at your company. Leave a comment and add to the list. Afterall, everyone benefits from a happy, productive and inspired workforce.

If your idea of motivating employees is making sure there are enough highly-caffeinated beverages to go around, then you need to re-think your strategy. But you are not alone. Companies everywhere struggle with the concept of workforce motivation, realizing it must go beyond an inspirational speech and cannot be just a one-time thing.

As motivational expert Zig Ziglar suggests, “People often say that motivation doesn’t last. Well, neither does bathing—that’s why we recommend it daily.”

The question then becomes how you go about it. Whips to the backs may get immediate results, but it leaves deeps scars, wears people down and creates an incredibly negative atmosphere. Carrots on strings will move someone forward, but only so long as they have an appetite or fail to realize it is a fruitless pursuit. Encouraging words, either spoken or framed on the wall beneath an accompanying image can ring true for some, but hollow to others. Of course, the adage “money talks” is a motivational language everybody speaks, but in this economy, most company budgets are barely whispering, leaving little to go around as bonuses and raises.

What works for one may not work for another, but an effort must be made to keep your team focused and your company profitable. In this two-part series, we’ll look at different basic techniques that can be used to motivate both employees individually and the team as a whole, helping to build a culture of success within your organization.

5 Tips for Inspiring an Employee

Get Personal
Get to know your employees well enough so you know what makes them tick—spend time meeting one-on-one or over lunch to learn more about their personality. Observe the individual’s reactions and performances on certain tasks, determine their strengths and weaknesses, and decide what does or does not work for giving the regular push they need. If having a tangible quota or deadline is what propels them, utilize those pressures to get them going. If they are incited by positive reinforcement, write an encouraging note or e-mail. Overall, make motivation unique.

Communicate Appropriately
American poet William Carlos Williams is credited with coining the phrase, “It is not what you say that matters, but the manner in which you say it.” The advice is something most fault others for not following, but rarely recognize it with themselves. Therefore, be very careful about the words you choose, the tone that expresses them and the body language displayed when sharing the message. Backing up your communications with positive appearances and deliveries that exude confidence in individuals will further help them rise to the occasion. 

Create Ownership
In a recent Entrepreneur.com article, Paul Levesque writes about the ease of distinguishing between employees and owners of neighborhood businesses based on their differing approaches with “owning” the customer experience. It is just human nature to work harder for success if you have a personal stake in the matter. Create a sense of ownership for employees by having them develop and oversee a particular project—especially one that is tailored specifically to talents they have exhibited but have not yet had the opportunity to fully leverage. Also, give opportunities for building sweat equity, sharing some fruits of their labor in some type of monetary or tangible fashion once success is met.

Tie Individual to Corporate Success
“In motivating people, you’ve got to engage their minds and their hearts. I motivate people, I hope, by example—and perhaps by excitement, by having productive ideas to make others feel involved,” explains media-mogul Rupert Murdoch.  Incorporate your ideas into reachable goals for individuals and explain regularly how what they do matters to the company achieving success. If an individual feels as though they are a contributing factor towards making the company’s bottom line appear in black ink instead of just pushing pencils and picking up paychecks, you are empowering their initiative.

Recognize
When someone performs a job well done, say so publicly. And not just to those on your immediate team, but upward and outward so that other departments and even upper management will hear. Some companies distribute certificates of appreciation while others provide tokens such as gift or dining cards. The desire for “atta-boy” comments and accolades can become contagious when a leader starts spreading them around, motivating the peers of the lauded individual to seek out their own words of affirmation or prizes. Whether it is on paper, pecuniary or public, make sure credit is given when credit is due.

With apologies to the Obamas and McCains of the world, and even ex-TV Presidents Jed Bartlet and David Palmer, we’ve taken six non-political, fictional characters and examined the qualities that made them effective leaders. Read through the bios, vote in the poll below for which leader you would most likely follow, and comment on your choice.

Captain James T. Kirk, Star Trek

Dashing and daring, Kirk takes on bold initiatives fearlessly. A little over-emotional at times, his rash decision making doesn’t always turn out well (especially if you wear a red shirt), but he ultimately knows how to lead others effectively through his mistakes. He’s intelligent but not an intellectual, has a good sense of humor, and connects to his crew—all admirable leadership qualities. Good with a phaser, the ladies and leveraging the strengths of others to motivate them beyond their usual capacity (especially those warp engines), he’s also a hand-to-hand combat expert, especially when battling space lizards (all important skills when exploring strange, new worlds).
 

Captain John H. Miller, Saving Private Ryan

This “every man” leader commands respect based on his actions, not his words. Though Captain Miller bestows wisdom when needed, it’s his “human” element that attracts his followers and allows them to connect with him.

His consistent fairness in judgment and good decision-making skills—especially under duress—illustrate his natural leadership abilities. He is also exceptionally brave and committed to pursuing his vision regardless of circumstances or consequences. He also has a knack for developing interesting acronyms.
 

Cobra Commander, G.I. Joe

Sure, he hides behind a mask, is a monomaniacal megalomaniac, and listening to his scratchy, high-pitched voice is akin to a nail on the chalkboard, but he is a brilliant strategist with great administrative skills. He also casts a clear vision (world domination) to followers, and always commands respect by his authoritative demeanor and refusal to give up no matter how many times opponents get in the way of achieving his goals.

C.C. (as close friends call him) also provides flexibility in the workplace, illustrated by his casual Friday cotton hood instead of the shielded helmet he wears most days.
 

Miranda Bailey, Grey’s Anatomy

Her subordinates often refer to her as “The Nazi” because of her harsh and blunt demeanor, but there’s much more to Bailey than running a tight ship. The Seattle Grace chief resident is always there for her team when they need help, and she never shifts blame, taking responsibility for her actions and those beneath her.

She usually keeps her emotions in check, does what’s right regardless of the situation, and constantly builds on her leadership abilities. Bailey also shows great agility in adapting to whatever comes her way in the ER, and has a heart for service, evidenced by her opening of a free health clinic.
 

Mufasa, The Lion King

It’d be weird to follow a lion—an animated talking one at that. But the King of the Pride Lands combined many of the best leadership qualities: great strength, wisdom, bravery, a sense of humor, and a willingness to make the ultimate sacrifice to protect those he is leading. Mufasa also knows how to effectively have difficult conversations, whether it’s with a mutinous, outcast brother or a trouble-making son.

He also recognized the importance of building future leaders beneath him so they would be prepared to one day replace him and ensure the preservation of that circle of life thing. And with that powerful voice, who wouldn’t want to line up behind him?
 

Princess Leia Organa, Star Wars

The feisty Rebel Alliance leader fights for what’s right and is a stabilizing force during uncertain times in the galaxy. Often outspoken, Leia shows extreme loyalty, and is always the last to leave in the face of danger. A believer in “diplomacy first,” she’s not afraid to pick up a blaster and pull the trigger if all else fails. She’s also a keen motivator, whether it’s a speech or peck on the cheek (like she did to her  <shudder> brother), to inspire others toward getting the job done. The princess also displays great decision-making skills—whether it’s woman’s intuition or the Force, nobody knows, but it increases her leadership abilities even more.
 

Some people are natural-born leaders, but for the most part, the skills of a leader are developed over time through training, experience and the investments of other leaders in their lives. The best leaders never stop learning how to lead better and know that if their organizations or teams are going to continue being successful, they must groom and develop other leaders beneath them.

CareerBuilder.com has developed an ongoing series covering leadership development here on The Hiring Site, and we have created a central hub for these posts. Be sure to check out our Leadership Development category page to help you develop your leadership skills and equip others to become leaders as well, but before doing so, make sure to vote in the poll below for an election with no red/blue states, political pundits or long lines.

For those of you who’ve already started your holiday shopping, chances are you ran into product recommendations at some point before checking out–both in the mall or online–which is a topic we covered on The Hiring Site this past month. We also explored workplace issues, such as common sense with office scents, new technologies, what makes a company the best employer, and more. Here are the highlights:

If decision-making is not your strong suit, fear not: data analysis and recommendation engines are making life easier–and revolutionary.

Sniff, sniff … Ever have an experience involving a colleague’s overpowering cologne like that scene in Anchorman? What’s the best way to manage it?

After spending a day giving thanks last week, here are five more reasons to be appreciative when it comes to recruiting and technology.

An interesting conversation on the innovate breakthroughs job seekers and employers are currently experiencing online.

If you could work for a fictional company, which one would it be? And as far as reality goes, what can you do to make your own company a best place to work?

Speaking of holiday shopping, this “most wonderful time of the year” will likely be a little different than seasons past due to the Grinch-like grip the economy has on our wallets. But that doesn’t mean you have to be a Scrooge. Below are some “colorful,” unique ideas applicable to both personal holiday spending and shopping for the people in your office to help offset the Bah-Humbug budget blues this December. Because the holidays are about both giving and receiving, and we’ve got the proverbial 12 days of Christmas, we’ve provided five colorful gift ideas, and seven giving opportunities that will give you a rewarding feeling in return:

A White Elephant—Inspired by the rare, valuable, but useless possessions of nobles in southeastern Asia and India, white elephant gifts work great either on an individual basis or with a group of people, such as at a holiday party or the office. Many variations of White Elephant gift exchange games exist, but whether it’s an unopened boxed copy of Microsoft Windows 3.5 from 1994, anything totally 80’s, or this, it’s a fun, inexpensive way to continue the tradition of gift giving.

The Green Gift – Re-gifting is such a bad word around the holidays. But because it’s such an important topic, consider going green beyond the tree, wreath and mistletoe by recycling a gift you’ve received (whether you liked it or not). Wrap the “green” gift in recycled paper or re-use a gift bag, and don’t hide the fact that your recipient is getting a recycled present. Use it as an opportunity to encourage them to recycle all they can, and if they complain, just say it’s an inconvenient truth, but we all need to reduce, reuse and recycle. Sure, it doesn’t help the economy, but it does help the earth. And it’s free. Just don’t tell the one who originally gave you the gift.

Red Herrings – A red herring is defined as something that diverts one’s attention from the main task or issue. With all the economic uncertainty, work has never been more stressful; meaning all of us could use something that gives us a quick break every now and then. Gifts that offer stress relief or allow us to recharge the mental batteries, such as crossword and Sudoku puzzles, squeeze toys, Rubik’s cube, etc. all make for brief, “healthy” distractions during the day. Affordable and appreciated, these each will be. 

Blue or Black Ink – Most people communicate via email, instant messaging, texting and phone calls, so it’s unusual to receive a handwritten letter. A sincere note can be a unique gift for family, friends and co-workers. You don’t have to be a wordsmith—just offer words of encouragement or share your appreciation for the recipient. The best part? It only costs a stamp. But, it’s likely to hold great value for whatever name follows “Dear…” (Note: make use of technology by drafting it on the computer first and then handwriting the final version—it makes editing easier… and neater).

Purple Time – Give something which people constantly run out of and consider highly valuable, by taking a co-worker, employee, friend or family member out for coffee or inviting them to your home for a meal. The point is finding meaningful ways to invest time in your relationships, whether personal or professional, which will surely have a long-term impact. If you’re the boss, give an extra paid day off to employees, or let them off early from work before holidays. Most people understand the value of time in our busy lives and will appreciate your gift. Plus, it’s free. (OK, purple has nothing to do with time—although Morris Day and the Time performed in Prince’s movie Purple Rain, which is somewhat of a connection. I was just trying to continue to the color theme.)

Making Life Wonderful – At the end of It’s a Wonderful Life, Harry Bailey raises a glass and says, “A toast to my big brother George—the richest man in town.” What made George Bailey rich wasn’t money—it was the positive impact he made on others’ lives by giving himself away, one person at a time. One unique gift that’s always greatly appreciated each holiday season is donating something of value to charity, whether it’s your time, money, clothing, household items, toys or more. Below are seven groups who could use help from you or your organization:

1. Local Families – Ask employees if they know of specific needs in the community, such as those who are out of work, struggling financially, or dealing with private situations that will cause the holidays to be less than ideal. Provide gifts that help fill whatever the needs may be or collect cash donations that can be given directly or used to purchase a grocery store gift card.

2. Local Charitable Organizations – Give your time and money to shelters, food banks, and other charitable organizations in the community. Organizing a group of co-workers to volunteer together is a powerful team- and character-building opportunity.

3. Nursing Homes – The elderly are often the forgotten part of the population. Rounding up a group to visit, serve food, give gifts and just spend time talking will be the highlight of the day for those who live in nursing facilities.

4. My Two Front Teeth - This group offers personalized online gift-giving experiences to aid underprivileged children who are selected through community organizations and allowed to individually pick their one holiday wish. The child’s wish profile is entered into the online database which donors can then find and sponsor. 

5. Millennium Promise – This organization works with impoverished communities, national and local governments, and partner organizations to implement high-impact programs aimed at transforming lives in African communities by engaging nations, corporations and the general public in donation efforts. 

6. Samaritan’s Purse - This non-profit invites you to pack a shoebox with small toys, school supplies, and other gifts for children in need overseas with Operation Christmas Child. They also have a gift catalog with opportunities to purchase items like livestock, water purifiers, and medical supplies for people in impoverished areas. 

7. Charity of Choice – Many people have a preferred charity. Ask your employees which ones they care about and make a corporate donation on their behalf.

So what’s the worst gift you ever received? The most interesting one you’ve ever given? What ways are you going to give toward the greater good this holiday season?

Avoid the nine items below to increase search relevance and success, and attract better candidates. Doing so, along with the other suggestions we’ve made, will help ensure you get the most out of your job posting efforts. So beware of the following:

1. Keyword abuse – By all means, make sure you include the key words for the position throughout the posting. But don’t appear as though you’ve lost your grasp of sensible communication by pasting “senior copywriter” 42 times within the job description in the hopes that the plethora of references will improve search results. Doing so will drive away candidates, rather than attract them.

2. Being too broad – Narrow your focus. Stay on target and give details, details, details! Make sure candidates know exactly what job it is you’re posting. By just creating a general posting for “attorney,” you reduce the relevancy for search success. Include areas of expertise, industry niches, and other data that zooms in on the position’s specifics.

3. Multiple job openings in one posting – In this economy, we’re all trying to get more bang for the buck. But rather than getting more traffic when advertising more than one opening in a single posting, what you actually get is more confusion and fewer responses. It makes things too crowded and reduces search engine success by having too much unrelated information.

4. Unrecognizable abbreviations – We all know what RN and CPA stand for … But what about HSG&SP/S SU or C/D OP ACHF? Chances are, job seekers will be much more likely to search for the titles “Housing & Special Services Supervisor” or “Computer & Data Operations Assistant Section Chief.”

5. Trying to use HTML in title – Don’t get fancy—save the HTML for the job description.

6. Bad combinations – Combining keywords with a slash (/)or dash (–) without using a space between can prevent your job titles from being read properly by search engines. So if you have a secretary/clerical position available, make sure it’s spelled out as Secretary / Clerical.

7. Ineffective job titles – Some job posters use the title function as a marketing ploy or jumble things up rather than just providing the straight forward position title that job seekers want to see. Don’t put “Will 2008 Be a Year to Remember?” or “*$*$*ONE OF A KIND OPPORTUNITY!!!*$*$*” in the job title line. Just stick with the facts, and basic, fully spelled-out job titles.

8. Typos – Nthing shws unprofesionalism more so then when your job pasting has typos or grammatical errors in it. Given that thes is your first pont of contactw ith a potential job canddiate, you want to make a good first impersonation. Don’t just rely on spellchecker (a few would have passed the test in this paragraph). Read, re-read and read again.

9. Clutter – Like typos, a cluttered job posting doesn’t make much of a first impression. It’s fine if your desk is a mess, but make sure your posting looks “clean” before opening it up to the job-seeking public.

For the record, this is an issue with both men and women.  My dad is actually one of those guys who really enjoys cologne on the rare occasion that he gets to dress formally. For him, dressing up isn’t just a suit and tie–it’s suit, tie, and COLOGNE.  The family has intervened a couple times, but some additional restraint would still be helpful.

Apart from sharing the story, I’m writing this to ask how you think managers should handle “strong fragrance” issues in the workplace. It seems like a sensitive issue because people wearing the cologne or perfume must not realize that it is SO noticeable for the people around them.  I really hope that you have some real life stories to share below.

Regarding the elevator offender, I’m thankful that I sit at least a floor away from her desk. I really don’t know what I’d do if I had to sit next to her—could I handle eight or more hours of that fragrance every day?  Would it drive me insane and impact my quality of work?  Would I write recurring blog posts like this and bore the readers? Would I quit?  Hey, maybe extreme fragrance is a technique that managers could use to get underperforming workers to quit (just kidding).

I suspect that if this were someone reporting to me that I’d eventually address the issue. It’s just not like me to let a small thing like this fester and become a big problem so that everyone makes a, well, big stink about it.  Ignoring the problem seems like it would eventually turn into a gossip issue with co-workers, which, in turn, would impact the team’s performance.

Have you ever had to deal with this kind of issue in your workplace?  If so, how’d you approach it and what was the result?

As a leader, you don’t want to look like an idiot want people to view you as being capable for your position, and mistakes can threaten that—especially the big ones. But protecting the image of always being right can be the biggest leadership mistake to make.

In his book Failing Forward, John Maxwell looks at making mistakes in a positive light if handled in the right manner. He writes, “In life, the question is not if you will have problems, but how you are going to deal with your problems. Are you going to fail forward or backward?” The concept of failing forward is that you may stumble with your mistakes, but as long as you do not land on your back and stay there, progress is being made. You can use errors to the benefit of your leadership role, team and overall vision by taking these appropriate actions:

Own Up
The initial response of making a mistake is to cover it up, or blame someone or some other outside factor. But those actions almost always magnify the mistake long-term. In 1985, the Coca-Cola Company did away with its original, famous soft drink formula, and replaced it with New Coke.  Remember that? There was an immediate outcry—even outrage—from consumers with the move. Instead of pointing fingers at rivals or market conditions regarding the fiasco, Coca-Cola admitted they neglected to consider the emotional attachment to the original drink, and employed a simple strategy to correct it. Sergio Zyman, a key player in the new brand, explained the process to Forbes magazine and summed it up as so: ”Ate a big slice of humble pie and brought Classic back 77 days later.” It takes courage to admit to those you are leading that you were wrong, but it is the first and most important step for moving back in a positive direction.

React and Repair Together
Once you realize and admit a mistake has been made, don’t let it worsen. Brainstorm with your team on how to correct the problem as quickly as possible. It can be disheartening to have someone you are leading offer the solution for the issue you might have caused, but if it protects your vision, it will be an easier pill to swallow. Don’t lose sight of the fact that you assembled a team because you couldn’t achieve your vision alone. Fixing your mistake with the help of others will quickly get you back towards realizing it.

Learn/Educate
“Appreciate your mistakes for what they are: precious life lessons that can only be learned the hard way… unless it is a fatal mistake, which, at least, others can learn from,” observes satirist, and possible Minnesota Senator, Al Franken. As the leader, communicate what oversights and miscalculations led to the mistake, and discuss with your team what new information was gleaned and can be applied to upcoming strategy-making and challenges. No matter who errs, everyone should learn a valuable lesson from it.

Keep Perspective
Keep the mistake in perspective and your eye on the big picture. Just because the mistake, at the time, seems catastrophic, it doesn’t necessarily mean the end is near. It’s just another step in the process of reaching your goal. In fact, it may even spurn new ideas that would not have been realized otherwise. Don’t aim for perfection with your team, but instead aim for making progress with both right and wrong actions. As renowned ad man Leo Burnett once said, “To swear off making mistakes is very easy. All you have to do is to swear off having ideas.”

Move On Fearlessly
As you get past your mistake, do not move forward with a sense of fear for making another one.
Management expert Peter Drucker explains, “The better a man is, the more mistakes he will make, for the more new things he will try.” Communicate that philosophy so that there is no hesitation in your team’s efforts. That way, when future mistakes do occur, they will be kept in a positive light rather than a burden that weighs everyone down.

Unless your “team” happens to be the Chicago Cubs, and your name is Steve Bartman…

With your job posting, you’ve got the basics down, and your job description is top-notch—selling the position, your company, and providing the right information to ensure only qualified candidates will apply. But is it getting enough expressions of interest (EOI)?

Currently, the market has an overabundance of good talent, which means you want to make the most of the opportunity you have in attracting the best candidates. With a few tricks up your sleeve, you can add a little magic to your job postings to make them even better. While you don’t want to create an illusion that misleads a candidate for the sake of improving the amount of response, these tricks will enhance the presentation and attraction of your job opportunity:   

Expand Your Location
Rather than just narrowing in on your exact location, make sure you include surrounding cities and metropolitan areas. For example, if your job opening is located in Marietta, Ga., you should mention Atlanta as well as the surrounding North Atlanta suburban areas. Likewise, Dallas-based companies should include nearby communities in the Metroplex. Wherever you are, make sure neighboring communities are part of the search criteria. Not only does it broaden your market, but it lets candidates pinpoint your location and helps them determine potential commuting time.

Discuss Compensation
For many, the primary factor in deciding whether or not to respond to a job posting will be how much pay the position offers. But often times, companies are reluctant to reveal exactly how much the wages will be. So do you show them the money? (By that we mean disclose it). While the exact hourly wage or annual pay may not be fully determined, you should reference compensation information whenever possible—even if it is only a salary range. Don’t leave them guessing or risk disappointing them with a figure that’s unexpectedly low for the job. Especially make mention of the fact the salary is higher than the industry average, if that’s the case. At the very least, let the job seeker know that you understand pay is a vital piece of information by having a benefit statement, such as:

“Great pay—higher than industry average, commensurate upon experience, bonuses paid each quarter, opportunities for additional commissions.”

Show Off Your Brand
First impressions, while not always accurate, certainly make an impact. Incorporate your brand identity by including logos and/or slogans in the job posting which can increase applications by 13 to 21 percent. Doing so adds credibility of being an established, professional company, and not a recruiter—as some job seekers are leery of working with a third party—or a questionable entity. Branding also enhances recognition by the job seeker who may see your logo either in the market place or while looking for future job opportunities. Show off who you are to increase your visibility and put candidates at ease.

Associate with Multiple Industries
Cross the lines of industry that surround your job description. If you are a pharmaceutical company wanting to recruit a sales manager, link your posting to multiple industries, such as sales and marketing, healthcare and pharmaceutical. Many professions can be cross-posted, such as public relations, accounting, web design and programmers just to name a few. Doing so allows candidates to pull up your job posting in more searches. Just make sure it makes sense.

Encourage Online Applications
A recent CareerBuilder.com study found that enabling online applications increased the total amount of applications by more than 25 percent. As mentioned previously regarding spicing up your job descriptions, if a job seeker is online looking for a job, chances are they are more apt to apply by that method as well. Make it an easy proces, which will in turn make the process of managing applicants easier for you, limiting the amount of calls and mail inquiries you receive on your end.