6 Tips for Crafting Compelling Job Ads to Attract Top Talent

Are you tired of getting a lackluster response to your #jobads? I have a tip that can help you 10 or 50 times the number of candidates you currently attract. The key is to rethink how you market your jobs.

A common mistake people make is to include a long, dull list of requirements and duties in the job description. But this doesn't entice job seekers. Instead, try to see things from their perspective and write an ad that speaks to your #idealcandidate - the Rockstar employee.

Here are some steps to follow:

1. Start with a #missionstatement that explains why your company exists and how it is making a difference in the world. People rally around a common mission, I'm sure you have one so share it and inspire those who share yours!
2. Describe your #companyculture and include a quote from an employee about why they love working there. We check references for everything we buy these days. You don't buy ice cube trays on Amazon without checking their reviews. You don't get in an Uber with 3 stars. Show your company culture off by proving it to people with a real testimonial. They literally take minutes to create.............unless your still using a flip phone from 2001.
3. Provide a brief overview of the day-to-day responsibilities and the key measurable outcomes that will be used to evaluate the employee's performance. Tell people what it's like to do the job and what is expected of them from before they start a career with you........ it's not like their not going to figure it out a few days onto the job.
4. Instead of listing a long list of demands, focus on 3-5 specific and measurable outcomes that will have an impact on the business. For example, "Make 100 cold calls per week with an average connection rate of 15%, resulting in 7 discovery calls each week." Requirements like college degrees, great attention to detail, and team player don't mean anything if they are not used to accomplish something measurable.....
5. For roles that may be more ambiguous, such as administrative positions, be specific about the outcomes you expect from the job. For example, "Answer the phones in a way that engages the caller and collects important information." Get clear about expectations before you start recruiting. It makes evaluating candidates 100 times easier. Besides a smart person should be able to tell you if they are winning or failing on job if expectations are clear and if they are not you might be the problem not them.
6. Emphasize any unique #benefits or perks of working for your company, such as flexible work hours, remote work options, or training and development opportunities. WHY should someone WANT to work for you? How will you improve your ideal candidates quality life. An underpaid slave is not improving anyone's quality of life......

Before you do anything else stop, spend 10 minutes rewrite that clunker of job description you call a job advertisement following these tips. I guarantee you that you'll see an increase in the number and quality of applicants or your money back!