Recruitment is what keeps a company going by finding new and creative people to join the team and make the business better. But candidates don’t just fall from the sky, you, as the company, need to reach out and make an impression through your job advertisement.
That’s why you should stick to these essentials when it comes to creating a job advertisement for all the potential candidates out there.
As an article’s headline would grab your attention, the title of a job advertisement will attract job seekers’. And it really doesn’t need to be complicated or cluttered. The more direct you are with the position available and the company that’s asking, the more likely someone will click to find out more. You should even just have the position as the title and the company as a subheading.
If it’s necessary to be specific in the title (let’s say you’re looking for a more experienced applicant), you can specify for a “Senior Content Writer” instead of simply advertising for a “Content Writer” and receiving candidates that don’t meet the requirements. But, generally, all you need in your title is the job position – it’s what applicants will be searching for anyway.
It’s good to have a bit of company promotion in a job advertisement because you’re trying to make it more attractive for the job seeker to apply and join the team and that’s one way of doing it.
During this promotion, you can give a short background into what your company does, what the company culture is like and any other interesting facts that may make the candidate feel like this is a place they could work at. You can even do so by incorporating how their position, or department, plays a role in the company as a whole.
Just remember that this isn’t the reason why the job advertisement is being made. Keep it brief yet informative and don’t let it take away from the job description.
Now it’s time to promote the position you’re looking to fill. There are the obvious elements that need to be communicated such as a summary of the job, the daily duties of the position, expectations of the candidate and benefits applicable to the person in this role.
Once you’ve covered the basics, you can start adding the additional (and equally important) extra information. This includes a salary range that will most certainly catch the eye of any job seeker, location of the company, parking information to help them plan their daily commute and even office traditions that they can look forward to: Fridays are burger days, for example.
Clarity on requirements
Every job description should have a “requirements” section. It’s here that job seekers decide on whether or not they’re actually qualified to apply for the job. Where some companies miss out, is when they aren’t clear on which skills are required and which are merely desirable or advantageous.
It’s important to make these distinctions so that applicants know they are eligible to apply with their degree and that it’s only advantageous if they have worked in a digital marketing environment not that they have to have worked in one before, for example.
Process of application
There are many job listings out there that seem to forget to add contact information or instructions as to what is required to complete the process of application. This makes it a mission for people to apply or get through to the right department. And that will lead to frustration, which will then lead to them ignoring the job advertisement completely and moving on to the next one.
If a cover letter is required, signing up and applying through the company’s website, completing some sort of test, a specific email address for CVs only, or a required reference in the email subject line – you need to make sure that there are clear instructions to do so. It will also be good to have a system in place to notify them that their application was received.
We’ve covered the basic essentials of creating a job advertisement so far. But there’s one element to job advertisements that have a great influence on how a job seeker mentally processes an job ad, and that’s through language use.
Yes, it’s important that your company culture is reflected and consistent throughout your advertisement, but you also need to keep a certain level of professionalism for the more relaxed companies, and a little excitement for the more serious companies.
Finding the balance is where job seekers can appreciate the business focus of a company, whilst still getting excited about what the company stands for. Through the correct tone and language, you can receive a large number of genuine applications for the position. Whoever is in charge of writing the job advertisement needs to have business writing skills training on hand to correctly communicate who the company is looking for. After all of that, you’ll have a killer job advertisement on the market.