Deploying the two-factor theory to make your job postings click with candidates

Deploying the two-factor theory to make your job postings click with candidates

Job sites across the UK can be forgiven for believing that the task of listing job posts on their online platforms is fairly straightforward. On the surface, it seems like a simple process — just list some vacancies online, and a multitude of job seekers will come looking for employment. However, it is not that simple, especially with numerous job sites all competing to lure (more or less) the same target crowd to their web platforms. As a result, job boards must focus equally on the quality of their posts rather than simply scaling blindly without a competent strategy in place. As unemployment continues to decline in the country, every reputed job aggregator UK uses needs to scrape job postings that provide the aforementioned quality for employment seekers.

In the late 1950s, an American psychologist named Frederick Herzberg had created his ‘motivation-hygiene’ theory, also known as the two-factor theory, to explain which aspects of the workplace provide greater job satisfaction to employees (and which aspects don’t). Finding job posts that highlight such ‘future-employee-pleasing’ factors is not very hard and can be achieved with a little fine-tuning of your board’s job posting software.

Here, we will see how applying this theory can allow job boards to make their posts more quality-driven, and thereby more attractive, for their users.

Avoid highlighting ‘extrinsic’ factors in posts

According to the theory, existing employees in an organization are not overly enamored by factors such as wages, pay perks, annual bonus amounts, and work hours. These aspects are considered to be ‘extrinsic’ and extremely shallow. Herzberg believed that such factors only help to prevent work dissatisfaction in employees to some extent.

For job seekers, these extrinsic factors can be alluring up to a certain point. In fact, they may even end up taking the bait and accepting such jobs. However, if the work culture and growth opportunities in such organizations are not good enough, then they will find it tough to retain their employees for long.

Job aggregators (UK) can deal with this by configuring their job posting software in such a way that job listings with no other value proposition apart from high wages or bonuses are not posted on job boards.

Focus on highlighting ‘intrinsic’ factors in job posts

Herzberg’s theory states that the employees of an organization value ‘intrinsic’ factors such as growth and learning opportunities, long-term development, and work satisfaction. Additionally, factors such as recognition of excellence and exposure to new concepts are also hugely important for employees who continue to remain in an organization for many years.

Accordingly, the posts published on job boards with the help of job posting software must advertise these factors to potential job applicants online. Remember, extrinsic factors are not completely useless. However, job posts highlighting solely such aspects will not be highly attractive for all job seekers (especially passive ones). At a certain juncture, everybody wants a job that guarantees work satisfaction, self-actualization, and stability, and not just high wages and pay perks.

At Propellum, we understand this line of thinking perfectly. Therefore, we only scrape and post job posts of the highest quality on the online pages of our clients. Propellum’s job crawlers have automated the process of selecting multi-dimensional job listings and providing them to some of the leading job boards in the world.

Please contact us if you wish to improve your job listing process through our world-class job automation tools and services.