Mistakes to Avoid When Posting Job Ads
Creating new and engaging job postings on a regular basis can be a fairly arduous task.
It can often be an intimidating process when it comes to figuring out what tone of voice and specific language to use in order to have the desired effect on prospective candidates.
With this in mind we have put together a few pointers for you to consider when posting your next job advert.
Refrain from Using Corporate Jargon and Confusing Terminology
Try and steer clear of listing buzzwords, specific acronyms or obscure industry titles. This terminology may be well known to you, as you come across it on a regular basis, but for a candidate it might not be so obvious and if this is the case will prevent them from applying to an open vacancy they could be well suited for.
Although some terms appear common enough that any job applicant worthwhile following up with should know it, there can be cultural differences in how individuals refer to things, so it is important to not let that cloud your judgement.
Keep it Concise and to the Point
Don’t assume that in order to make a job advert stand out from the others you must include extensive amounts of information to get the point across of an excellent open vacancy.
As the saying goes, less is more and this is definitely apparent for job adverts.
When candidates are searching for a new role chances are that they are reading over multiple job ads a day, so rather than including an unnecessary amount of words try to keep it short and sweet and to the point. Aim to include only the most relevant information and words that will catch their attention rather than regurgitating the great long list of responsibilities listed in the original job description provided to you by HR departments. At the end of the day, no one wants to sift through a big block of text that could have been condensed into 3 sentences or bullet points.
Highlight Key Benefits
Ensure that you include how the role and company will benefit a candidate. Don’t forget that your job ad will not be the only one that is of interest to a candidate. In today’s candidate-driven market, top talent have plenty of choices when applying for potential roles, so avoid just listing off what criteria an ideal candidate is expected to meet to qualify and add in what they can hope to gain from the role too. This will give your job ad a competitive edge if others have not bothered to include this information in the same level of detail.
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