If you’re not attracting the kind of candidates you were hoping for, it might be time to take a closer look at your job ads. Job seekers’ search habits change over time, so what might have been an effective ad a few years ago could be falling flat today. We’ve captured the latest advice on writing a strategically crafted job ad in the infographic below to help you attract the attention of today’s top talent.
1) Who’s searching for a job on their phone?
2) Make a direct call to smartphone users
Keep the ad to a concise 300 – 700 words
Shoot for 13 words per sentence
Break up 1/3 of ad content with bullet points
Mind Your Words
Use terms like “You” and “We” instead of “The Ideal Candidate” and “Our Employees”
Include specific qualifications, experience, and skillsets to reduce unqualified candidates
Differentiate between MUST-HAVE skills and NICE-TO-HAVE skills
Eliminate acronyms and jargon: WFHB2Bthink outside the boxsynergy
Remember What You’re Writing
It’s a job ad, not a job description. SELL potential candidates on why your company is a great place to work. Do you have a unique culture you’re proud of? Highlight the specific benefits of working at your company to draw candidates in.
Time it Right
Best Day to Post: Monday
Job search engines get their most traffic at the beginning of the work week.
Best Time to Post: Morning
Get your ad at the top of the pile when job hunters start their daily search.
Start with a clear and solid title that contains words job seekers would search for. Keep the tone friendly but approachable.
Open with something to grab your reader’s attention — something that isn’t about your company, but that places the role in an exciting light.
Use language that includes your reader – invite them into your world!
Don’t overdo it on the list of duties – your goal here is to provide enough information to give your job seeker a taste of what the role looks like.
Instead of a list of ideal candidate traits, include a description of the types of skills and personality attributes that will make someone successful at the job.
Does your company have a mission and passion? Scream it from the rooftops!
List unique perks and benefits about working at your company.
Money matters — if you’re able, state your salary. When job ads specify a salary, they receive 30% more applications.
Also, include some attractive qualities about your office, such as location, transportation details, and amenities to draw your prospects in.
Conclude with a strong call to action that tells candidates how to apply, and how to get in touch should they require further information.
Are you wondering if your job ads could use a lift?
Connect with one of our Hiring Consultants for a review of one of your recent job ads.
Trevor brings experience in both recruiting and business development to his role as Business Development Manager at Ian Martin. He knows the industry from both a recruiting and an account management perspective and would like to communicate what works best to clients. As an avid reader, Trevor reads everything from industry related books to science fiction. He also enjoys getting outside and enjoying a beautiful day on the golf course.