Job Adverts And How To Make Them Work

Job Adverts And How To Make Them Work

Thanks to the internet, job adverts can now reach thousands more potential applicants than ever before – but as with anything, volume rarely means quality. Those of you who have used Intalent, or have spoken to me in the past, will know that rather than advertising jobs, we prefer to target passive candidates using the latest online search techniques, social media and CV databases.

However, this doesn’t mean that I am against advertising jobs all together. If done in the right way, job adverts will not only attract some great applicants, but also help your company raise brand awareness.

My tips on writing a great job advert (online or hard copy) are: –

  • Grab attention – either by using a catchy slogan (this doesn’t have to be the job title itself), or use a graphic backdrop (this isn’t always possible online)
  • Advertise it in the place where most of your targeted applicants will be looking (ideally in more than one relevant place). For technical roles, consider specialist websites so you know the right people will see your advert
  • Keep the text “punchy” and succinct – don’t write lengthy paragraphs. Less is more!
  • The three main ingredients to your advert should be as follows. Firstly, make your job or company sound attractive. Secondly, say as much as you can about the role using the least amount of text – a bit like writing a great tweet on Twitter! Finally, be clear and concise on what the successful candidate needs to have in order to be considered
  • Use a realistic salary range on the advert to reduce time wasters
  • Request a covering letter or email in addition to a CV
  • Set a closing date for applications to be received by

Once your advert has been published, I recommend you also do some searching for passive candidates to ensure you’re not relying entirely on applicants from the job advert.

Before the closing date of your advert, put a plan in place for how you will shortlist the applicants in readiness for first stage interviews. This is best done against the essential and desirable criteria on the person specification for the role. If you don’t have a person specification, think about the most important aspects of the role and qualities or attributes that the successful candidate will need to have.

This article was originally written for House Magazine on 28th July 2014. To download a PDF of the full print copy, please click here.

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