The only thing worse than not getting responses to an urgent job listing? Being inundated with unsuitable applicants.
There are a few factors that may contribute to unsuccessful listings, but a poorly written job advert is quite often the culprit.
Don’t let your job ad be an afterthought in the recruitment process when it can be used as a crucial marketing tool. It’s often the only information that potentially stellar candidates will have about your company and the role. Getting it right is critical to your recruiting success.
Approach the job ad like you would any other piece of advertising. Engage and address your audience in a language they understand. Convince them of the merits of your company, and ensure that you’re making an offer that will really pique their interest.
It may sound like a tall order; but here are five tips to help you write a killer job ad that’ll have the top talent applying in their droves.
Heavy workloads, over-stimulated attention spans and a huge volume of ads may mean your perfect candidate is short on time. Be succinct. Think of it as a movie trailer, not the full feature.
Our tip? The most effective ads keep within 185 characters, with a job title length of just 29 characters. So, be precise and make every word count – you can explore everything in further detail during the interview stage.
A job spec and a job ad serve two very different purposes. Whilst it’s ok to use elements of the spec in the ad, don’t make the common mistake of confusing the two.
The job ad is to hook and reel in the perfect candidate, but a job spec is a detailed manual of requirements, written by a hiring manager. Generally they are long, characterless and put to best use in an interview, where the detail will be a plus. A job spec is not a good advertisement for the role; use it and it’s likely you’ll get a very poor response. Keep your advert punchy and appealing and get down to the details later.
The recruitment industry is changing. It’s likely that everyone is pressed for time. Mobile technology allows people to review and apply for jobs on the go, so why not make the application process as easy as possible? Unnecessary or over-complicated steps, such as requesting a cover letter, could potentially alienate the right candidate. Don’t miss out on the busiest of top talent, keep it simple.
According to reed.co.uk, roles advertised with quoted salaries receive three times more applicants than those without. It’s a no brainer. If you don’t mention the salary or related company benefits, you are less likely to attract the highest volume of quality candidates. If your vacancy has an OTE, quote the basic plus the potential income for the first year – it’ll make the package far more appealing.
Job adverts with specific locations receive up to 10 times more applications. Why? Jobseekers tend to search for roles by postcode, or a specific area.
Although this can be tricky for some roles, like an Area Sales Manager, listing one or two anchor locations (e.g. Birmingham for the West Midlands) is a top tip to help boost application numbers.
We know that writing a high-quality advertisement will distinguish your job from the rest. It’s an art form. These are just a few common mistakes that keep employers from finding the top talent they want.
For more help and tips, download our free Guide to Writing a Cracking Job Ad here.
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