Online recruitment made simple…
Not only do your job adverts need to be engaging enough to stand out from any similar roles out there, they also need to be geared towards producing the best results for you. By best results, we are talking about quality not quantity here. Plenty of applications are only of use to you if they are actually suitable for the role, so it often doesn’t pay to try to attract as many candidates as physically possible. So with this in mind, what should you avoid and include in your future job adverts?
Avoid Overused Phrases
One of the most frustrating things for a recruiter is a CV riddled with clichés and phrases: hard-working, driven, enthusiastic and so on. However, in many instances, the job advert contained all these phrases in the first place, making it difficult to know whether the candidate does have a generic CV or is genuinely trying to make themselves sound like they fit the bill. When constructing a job ad, try to use terms that are more specific to the role e.g. enthusiastic about animal welfare, rather than requesting just enthusiastic.
Use Tangible Criteria
A lot of the requirements in job adverts can be difficult to ascertain from a CV. Applicants are expected to have good communication skills, a good attitude and a strong work ethic – what employer wouldn’t want that? But what attracts relevant candidates is tangible requirements that can be easily measured. Think along the lines of years of experience, qualifications needed, and technical requirements for the role. Specifying the necessary ‘hard skills’ for the role works towards attracting CVs that have the basis of what you are looking for. Then, interviewing can be used to ascertain whether their values and personality would fit well into the organisation.
A job advert that is too long should be avoided. Sure – diligent candidates that really want the role will take the time to read it all, but this doesn’t mean they won’t find it confusing, off-putting or miss out important parts. A shorter job adverts seems a lot more approachable and friendly. Sure – being specific helps you find relevant candidates, but over kill can make candidates feel a little daunted, or deter suitable candidates from applying because they don’t feel good enough. A short background about the company is ideal, but try to get a good balance between company introduction, the outline of the role and the requirements of the candidate.
A unique and interesting candidate will be found through a unique and interesting job advert, so keep this in mind when advertising for future candidates.