How to create an attractive Job Ad (and 5 mistakes you're probably making right now)
It just happens. You are used to your Company “Job Descriptions” and templates you have been using over and over on job boards and when the time comes to search for a new team member, you just type in what you are used to on a regular basis.
InHiro is a tool that uses the Power of Social media and we would like to turn your attention towards 5 most common reasons your Job Ads might not be working well enough to attract the right candidates:
1. Job Title is not clear enough
Because many candidates might be reconsidering their current position in private, it’s important to incorporate search engine logic when naming the job. If it is a tech job, avoid titles such as ‘Coding Superstar’ or ‘Marketing Guru’. Instead, use what search engines (and most people) will look for, like ‘Software Engineer’,’Web Developer,’ etc. Creative position naming is cool - but only as a bonus to more traditional naming.
2. You missed out basic information
The first warning sign would usually be that there is a ton of interest, but no applicants. When you see lots of clicks but no candidates, check if your job description consists of all the right ingredients: Job, Title, Location, Details about the Role, Responsibilities, Requirements, Steps to apply. Remember: you can always spice things up in the job description, but the basics should be clear enough in the first place.
3. Your Job Ad is misleading
If you have tons of applications and no one is qualified, there is something wrong, too. Feel free to get inspired by our checklist: tailor the mission to the job, avoid lengthy paragraphs, use bullet points, tell about your company’s uniqueness, inform only about important requirements or preferences, that might scare away talents intuitively, be consistent in your style, standardize the process once you have your Ad posted.
4. The Hiring Process in not working
If no one is accepting your job offers, you should investigate. Ask yourself following questions: What is my competition doing? Do I have a well-defined employer brand? Are there changes needed in our interviewing process? If you had trouble answering these, make sure you have it solved in advance.
5. Expectations are not set right
According to a research, around 60% of employees say that new job realities differ from expectations set during the interview process. Therefore, we encourage you to be consistent with all information you provide your candidates with. When the final rounds come and your candidate suddenly withdraws from the process, make sure it was not your fault. Rumours about misleading promises are spreading fast and nobody wants to be associated with that.
Recruiting is part of your Employer branding, and that is a part of your Marketing and Brand. You only want the best people to join you - are you worth their attention? Think about it when presenting your company - not to clients, but candidates.