As employers, we usually feel we are on the winning edge when it comes to recruiting. Slightly so. Whilst we are the decision maker, most of us have felt that we didn’t receive the quality of the candidates we were hoping for. A major reason for that could be that candidates spend an average of 14 seconds while looking at job descriptions before deciding to apply.
This means that the first few lines of your job ads are critical. If they’re not compelling, candidates might not even bother to read the rest.
Read our top 3 tips to create compelling job ads and get the candidates you want:
- Write to engage – Don’t write lengthy ads that are full of industry jargon. Explain the role (via bullet points) to showcase where the ‘exciting’ bit really lies. Mention the difference they can make in the role. Be clear – ensure you list the most important things you need, not the whole job description. A great idea is to speak to an employee currently doing the role, ask them what excites them the most and use the same phrase in the job ad.
- Answer the ‘What’s in it for me?’ question – While mentioning perks and benefits is good. Most candidates want to know how the role is meaningful. Address your desired candidate’s needs directly and be sincere. Make sure they know what they’re going to be contributing to.
- Use inclusive language – It allows diverse candidates to apply for your roles, thus bringing diversity and innovation to your team. Job descriptions play a large role in perpetuating inclusion and you can avoid that by using our inclusive language guide. Use this free gender decoder tool and leave your candidates with a better impression.
Another new trend that we are seeing is using short videos for job ads.. but more on that later.
Remember, job ads have the potential to make a positive impression on candidates and even potentially change their impression of your company. Use it to your advantage and get candidates to embark on their career journey with your organisation.
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