As a recruiter, it’s your job to attract the most qualified job candidates to the positions you advertise. Do your help wanted ads truly resonate with job seekers? If not, it may be time to take another look at the way you advertise for jobs. Keep these tips in mind in order to create compelling job ads that will entice the best job recruits.
Create Compelling Titles
Your job ad title should do several things. It should express exactly what position you’re advertising for, it should be compelling, and it should stand out from your competitors. To fulfill the first item, make sure you include the job title in the ad title. To make the ad compelling, use language that is interesting, unique or urgent. To stand out from your competitors, give the title a creative spin that reaches above the mundane. Here is an example of a job ad that fulfills all three:
“Immediate Need for Marketing VP at Best-In-Class Org”
The use of the word “immediate” will get candidates excited that their application will be looked at quickly. Marketing VP explains the specific job position. Not every company can boast about being a best-in-class org, so this instantly sets this job ad title ahead of the competition.
Briefly Explain What the Company Does
Job candidates don’t want to apply for a position at a company where they can’t even figure out what they’re in business for. In a brief paragraph, explain what the company does. This should cover the basics. There’s no need to go into detail here. Details can be explained in person to your shortlist of candidates. Think broad brush strokes. Here’s an example of a good company description that does what it should:
“Fortune 500, privately-held marketing agency serves the advertising needs of medium and large business in U.S. and globally. Corporate headquarters on Madison Avenue with satellite locations abroad in China, U.K. and Switzerland.”
That’s it. If you do anything more than that, it should be integral to the understanding of the product or service that your company sells. Job candidates don’t need to know when the company was founded or how many times the stock split. For more ideas and 3 steps to creating a compelling job ad, see the article.