A great hire starts with a great job advert. We’re not going to teach you to suck eggs here – you’ve probably written loads of job ads in the past. But are you getting swamped with applications lately…?
If you’re working in a small business with a limited budget for employee benefits, or you can’t offer much flexibility, it can be difficult to make a stand-out job advert. But there are ways to promote your roles authentically and transparently, and appeal to the right people as best you can.
Refresh your approach with our five tips below.
1. Cut the fluff
Don’t waste time with jargon or buzzwords. Get to the point quickly — what’s the job, what skills are needed, and why should someone care? Not everyone is meticulously reading your job ad, word for word. Most of the time, people just skim job ads and hit apply or don’t.
Cut the waffle out and make it really clear what you’re looking for, straight away. Don’t open with information about your company. Instead, make it about the role first and speak directly to a candidate’s motivations. Which leads us on to…
2. Sell the Role, Not Just the Company
You know your company is a great place to work. But candidates want to know what’s in it for them. Highlight the challenges, opportunities, and growth potential in the role. Make the role itself sound really appealing.
People want to feel that their work will be meaningful and impactful. Are they solving complex problems? Leading a team through a big change? Improving people’s lives in some way? Give them a taste of how the job role will contribute to their greater purpose.
Highlight the potential for growth, too. Will they be able to move up within the business? Are there opportunities for promotion, or to take on more responsibility? Highlighting this stuff will make your job stand out as not just a position, but a launchpad for their career. And it doesn’t mention anything about expensive benefits.
3. Be clear about requirements
People will only apply if they have enough information to feel confident enough to do so. List must-have skills and experience upfront. If something is non-negotiable, say so! This filters out unqualified applicants and ensures the right people apply, and saves you time, too.
On the flip-side, make sure your list isn’t too long – particularly if you don’t have many benefits in return. Think beforehand about what the absolute essentials are, and only list those. And make sure that you’re avoiding bias, too – at Grace, we use a tool that detects any gender bias.
4. Showcase your culture
Explain to people what they can expect from joining your team. This is separate to the company and the role – make it just about the team culture. Do you celebrate birthdays and other life milestones? What types of rewards and recognitions do you have? How would you describe the personalities within the team? The more specific, the better!
You could even use examples, such as “Recently, we went out for a posh team lunch to celebrate Jo’s engagement”, or, “We do lots of team socials but avoid basing them around alcohol in order to be inclusive – we have lots of parents in the team who can’t stay out late!”.
5. Include a Call to Action
There’s usually an apply button, but go one step further and tell them exactly what to do next. Encourage them to reach out for more information before formally applying, and explain what the interview process will be.
This shows that you care about the candidate experience. By being fully transparent, you’ll build trust with people. Oh and we forgot to mention… INCLUDE THE SALARY!
Remember...
Refreshing your job adverts doesn’t mean reinventing the wheel—it’s about making sure every word counts. By cutting the fluff, focusing on what candidates care about, and being crystal clear about what you need, you’ll not only attract more applicants, but the right ones.
It’s not all about shiny benefits like gym memberships and unlimited holiday. Take a little time to revamp your approach, and you’ll see a big difference in the quality of your candidate pool.
Ready to post that job ad now? Read our guide to interviewing without bias before booking your next load of interviews in.
At Grace, we’re a female-owned, outspoken recruitment company that’s here to shake things up. We have 25 years of experience and don’t just fill positions; we find the right people and ensure they’re treated with the respect they deserve.
Let’s make your candidate experience one that attracts and retains the best talent.
We champion candidates and hold businesses to account, because we believe in better hiring practices. Ready to up your game? Let’s talk.