How to Create Your Best Job Ad

Job ads are often one of the first experiences a potential employee has with your company are the deciding factor as to whether or not a job hunter will even apply for the position. Make your job ad stand out from the rest with three easy steps that are often overlooked in the hiring process.

1.    Look at the Words You Use

Language is a huge factor in the success of your job ad. Take a look at the ad, starting with the job title. While unique, creative job titles are great within an organization and can create a sense of community in the workplace. That being said, they aren’t so great from the outside looking in and can result in confusion when trying to decipher exactly what this position actually entails. Keep the job title as clear as possible and save the creativity for the first day.

With job listings, it can be easy to use exclusive language that can deter top applicants for applying. Go through your job listing with a fine-tooth comb to make sure that there is no underlying bias in your job listing that could deter large groups of applicants, such as women or other minorities. Make sure your language makes it clear that all qualified applicants are encouraged to pursue your open position. This also expands your applicant pool so you’re more likely to find the hire you’re looking for.

2.    Paint a Clear Picture

Another part of the job ad that cannot be ignored is the job description. This is where many applicants can start to feel deceived once they actually get into their new position with a company. Give an overview of their day-to-day duties with some examples of past projects that people in their position have completed. The more informed an applicant feels, the more likely they will be to feel confident in their new position, resulting in higher levels of productivity and engagement.

There’s also the opportunity for you to give a birds-eye view of your company to the applicant. This is the perfect time to introduce them to the unique culture of the company and give them a better idea of what they will experience on a larger scale if they accept an open position. Give a few quick details about your workplace that are the most representative of both the company as a whole and the particular department that the applicant would join.

3.    Simpler is Better

Look at your job ad and consider it for length. Would you want to sift through a 2500 word job ad before deciding if you want to apply? Your applicants don’t either. While it may be tempting to give them as much information as possible, a balance exists somewhere between too much and not enough. Think about what is essential for your applicant to know about your company. They’ll want to know about their position, the company culture and the benefits. The CEO’s Thursday schedule isn’t as important.

The actual application process should be simple as well. Make sure your online application is mobile-compatible and user-friendly. The easiest way to check this is to have an employee go through the application process and check for any problems. If you detect problems on any platform, it is crucial to fix them right away so you don’t lose valuable applicants.

By following these three steps, you can take your talent pool to the next level by attracting even more applicants, upping your chances of finding the perfect candidate for your open position, increasing retention and lowering overall hiring cost.