When a company creates a new position, it is important to thoughtfully announce the role both internally and externally to attract qualified candidates. The announcement should provide key details about the position while generating excitement and interest. Here are some tips for effectively announcing a newly created role:
Announcing Internally
The first step is announcing the new position within your company. Your internal staff should be informed before any external announcement is made. There are several recommended approaches for sharing the news internally:
- Send an email from leadership – Have a manager, executive or HR representative send a company-wide email detailing the new position. Explain the role’s duties and responsibilities, how it fits into the company structure, and why it was created.
- Discuss at a team meeting – If the role impacts an existing team or department, announcing it during their regular meeting allows for two-way discussion and immediate Q&A.
- Post on internal communications – Many companies have an intranet or internal social platform for important updates. The news can be shared here for all employees to see.
- Hold a dedicated meeting – For prominent positions, call an internal meeting with relevant team members and leaders to announce the role and answer direct questions.
No matter which method you choose, the internal announcement should cover:
- The title and department of the new position
- The core responsibilities and duties
- Any direct reports or management duties
- How it interacts with existing roles and teams
- Required qualifications and skills
- Compensation and benefits
Promoting open communication ensures a smooth transition when hiring for a new position in your organization.
Posting the Position Externally
Once your internal team is informed, the new position should be officially posted on your external recruitment channels. This open posting allows qualified candidates to find and apply for the role. Here are key tips for publicizing the position:
- Post on your company website – Add the job description and application instructions directly to your careers page.
- Begin promoting on social media – Share news of the open position on your company social accounts.
- Announce in industry publications – Consider placing brief announcements in print/online publications your target candidates read.
- Leverage job boards – Post the opening on high-traffic external job boards or those geared toward your ideal applicant pool.
- Update LinkedIn – Share the posting on your company LinkedIn page and encourage employees to share it with their networks.
- Email networking contacts – Reach out directly to thought leaders or prospective candidates about the new opportunity.
The external posting should include:
- A brief, exciting overview of the position
- Location, department, title, reporting structure
- Top responsibilities and duties
- Minimum required qualifications and skills
- Preferred qualifications that set top candidates apart
- Compensation range and benefits offered
- Instructions on how to apply with deadline
Crafting the Announcement
The messaging used in both internal and external announcements can significantly impact the quality and quantity of applicants. Follow these best practices when crafting the copy:
- Use clear, straightforward language – Avoid overused jargon or flowery language. Keep it simple.
- Focus on the most critical details – Don’t overcrowd the announcement. Emphasize the most important pieces of info.
- Highlight company culture – Give a sense of your organization’s values, mission and work environment.
- Sell the role – Use persuasive language explaining why the position is interesting and valuable.
- Outline opportunities – Note possibilities for learning, growth, impact, and career advancement.
- Mirror other postings – Maintain consistent tone and formatting with existing roles.
In addition to great copy, include images, videos or graphics to help the posting stand out.
Timing the Announcement
Strategic timing of the internal and external announcements can maximize visibility:
- Inform internal staff first – Give employees 1-2 weeks notice before the public posting.
- Avoid holidays or busy times – Schedule the external posting during typical work periods.
- Build momentum leading up to the post – Tease the news on social media before fully announcing.
- Allow sufficient application time – Keep the position open for ideally 2-4 weeks.
- Close when positions are filled – Remove postings once hiring is complete.
Rushing the process risks confusing staff and missing qualified applicants. Build adequate timelines into the overall hiring schedule.
Measuring Results
Once the new role has been announced, tracking measurable results helps assess effectiveness. Analyze:
- Social engagement – Likes, shares, comments, clicks on social promotion.
- Web traffic – Increased visitors to careers page/job description.
- Applicants per source – Where top candidates are coming from.
- Quality of candidates – Relevant skills, experience, fit for the role.
- Time to fill – How long it takes to identify and hire the ideal candidate.
- Staff feedback – Internal survey results on the hiring process.
- Cost per hire – Resources spent attracting and hiring candidates.
Compare results to previous positions or industry benchmarks to gauge success. Tweak your announcement strategy as needed to improve outcomes.
Conclusion
Announcing a newly created position properly ensures your company finds the best person to fill the role. Use an intentional, strategic approach for both internal and external announcements to generate excitement. With well-crafted messaging, excellent timing and measurable results, you will attract top talent every time.
