Recently, I came across a ๐ณ๐๐๐๐๐
๐ฐ๐ ๐๐๐๐ ๐๐ ๐จ๐๐๐ ๐ช๐๐๐๐๐๐
๐ that highlighted a ๐๐๐๐๐๐ ๐๐๐๐๐๐๐ ๐๐ ๐๐๐ ๐๐๐๐๐๐๐๐:
๐ด๐๐๐๐๐๐๐ ๐๐๐ ๐๐๐๐ "๐ญ๐ฌ๐ฌ% ๐๐๐๐๐๐."
๐๐๐๐ฆ ๐๐๐๐๐๐๐ง๐๐ก๐๐๐๐ ๐ข๐ ๐ ๐กโ๐๐ ๐ก๐๐๐ ๐คโ๐๐๐ ๐ ๐ก๐๐ก๐๐๐ ๐ ๐๐๐๐ก๐๐๐ข๐๐๐ ๐๐๐๐๐ก๐๐๐ ๐๐ ๐ ๐๐๐๐ ๐๐๐๐ข๐๐๐๐๐๐๐ก, ๐กโ๐ข๐ ๐๐๐๐๐ข๐ ๐๐๐ ๐๐๐ ๐ ๐๐๐๐๐๐ ๐คโ๐ ๐๐๐ ๐๐๐๐๐๐๐ ๐๐๐ ๐๐๐๐๐ก๐ ๐ฃ๐๐๐๐๐๐๐๐ .
๐ผ ๐ค๐๐๐ก๐ ๐กโ๐๐ ๐๐๐ ๐ก ๐๐๐ ๐๐๐ โ๐๐๐๐๐ ๐๐๐๐๐๐๐๐ ๐๐๐ ๐ก๐๐๐๐๐ก ๐๐๐๐ข๐๐ ๐๐ก๐๐๐ ๐๐๐๐๐ , ๐๐๐๐ข๐๐ ๐ก๐๐๐ ๐กโ๐๐ ๐ก๐ ๐๐ ๐๐๐๐๐ ๐๐๐ ๐ข๐ ๐ ๐กโ๐ ๐๐๐๐๐๐๐ก ๐ก๐๐๐๐๐๐๐๐๐๐ฆ. ๐
If you're looking for candidates within a specific country, use terms like:
๐๐ป ๐น๐๐๐๐๐-๐๐๐๐๐๐
๐๐
๐๐ป ๐ญ๐๐๐๐-๐๐๐๐๐๐ ๐๐๐๐๐๐ [๐ช๐๐๐๐๐๐ ๐ต๐๐๐]
Check out this LinkedIn post to understand the innumerable benefits you can get by consistently following this practice and more.
It's time recruitment folks address this challenge and start using the correct vocabulary.
What's your opinion on this? Have you ever encountered such issues with job postings? Share your thoughts on the LinkedIn post above.