We have great expertise in supporting companies and candidates in their social recruiting and talent hunting journey, alleviating the “skill gap” issue. Our capabilities and our problem-solving approach are proven by the appreciation of so many customers. Let’s have a talk!
On this subject, here is an article about GOOD JOB ADS: Writing a job ad might seem like a fairly intuitive kind of process – you think you know what the job is, you have a fair idea of the kind of person you’re looking for: all that remains is to put the two together, right?
Of course, it’s not quite that simple. Constructing an advert for a job can be like a tricky bit of surgery: you need to know precisely what each part does and how to get it functioning as well as it could be! Before you leap in, it’s worth thinking objectively about the different aspects of the form.
Title
The title, for example, shouldn’t merely reflect what you think the job is, but what a good potential candidate might be looking for. Naturally, it needs to be accurate to the job itself, but you can best achieve this by being specific about the role without using specialised industry terms. A job title that only makes sense within your own company, or which uses unfamiliar acronyms, can be an instant turn-off for someone who’s browsing a long list of potential positions.
Introduction
The introduction should be brief and get key points across, such as the duration of employment and a broad picture of the daily responsibilities. Most jobseekers will move on after 50 seconds or so if you don’t grab their attention, so this is the place to sell your role.
You’re also selling your company, so be sure to sneak in a line about what makes it a special place to work or why it is so well-considered within the industry – you can go into more details about the business’s achievements below.
Job description
As for the job description itself, don’t overdo things: keep to a handful of duties that give an impression of what a day’s work will involve. Don’t forget to link these responsibilities back to the company as a whole. A potential employee needs to get a good idea of their position in the scheme of things if they are to see the job as a place where they will be valued.
You can build on this short list of responsibilities by adding a similarly economic list of skills and abilities, including the qualification or experience-level to which they should be demonstrated. This is where to mention any specific degrees or software certification that are necessary to the job. You can also use this section as an opportunity to describe the kind of personality that will fit in well with the team.
Other info
Job ads that include a salary range get over 30% more applicants than those without, so to attract a good pool of talent from which to choose, try to be specific if you can. Think deeply about other perks and benefits of the role too, as today’s worker appreciates a richer employment experience and a decent work-life balance.
Many workers also value location and work environment as much as salary, so include a few details about what makes your workplace unique and convenient – briefly mentioning any public transport or parking arrangements that can make the prospect seem more doable. The final element of your advertisement is to clearly describe the application process, including method, deadline, and contact details for further enquiries. Keep it all clearly delineated and brief, and you will raise the chances of it being properly read and reacted upon.
Check out this comprehensive guide to creating the perfect job ad, from Headway Capital, and polish up your copy skills: you’re not writing a job description, but an advert for the next chapter of somebody’s life.
[to continue, click HERE]
