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You could have the most exciting job opening, but if you’re not creating job ads that attract the right people, you’ll end up wasting time on applications that don’t fit. A poorly crafted or unclear job advert can make all the difference between finding top-tier talent or getting buried under irrelevant CVs.
A great job advert speaks directly to your ideal candidates and encourages them to apply. Let’s dive into the key elements that make job adverts truly effective, with examples to make it clearer.
A job title is one of the first things a candidate sees, and it needs to be precise. If your title is too vague or overly creative, you risk attracting the wrong people—or worse, losing good candidates.
If you’re hiring for a role in digital marketing, don’t settle for “Marketing Guru” or “Digital Specialist.” Instead, go with something clear and direct like “Digital Marketing Manager”. This way, it’s immediately obvious what the role is, and candidates searching for that exact job title are more likely to find and apply for it.
Your job description should give potential candidates a clear picture of what the role involves, without overwhelming them. Focus on the most important responsibilities and keep it concise.
For a Customer Support Specialist, instead of listing every possible task, focus on the key duties:
This keeps the advert short but informative, allowing candidates to quickly understand the job’s core responsibilities and determine if it’s the right fit for them.
If your role requires specific skills or qualifications, make sure they stand out. This helps to filter out unqualified applicants from the beginning.
If you’re hiring an Accountant who needs experience with Xero, mention it clearly upfront:
“We’re seeking an Accountant with at least 3 years of experience in financial reporting and proficiency in Xero.”
This way, candidates know exactly what’s expected and can self-assess their fit for the role before applying.
The tone of your job advert should reflect the nature of the role and the type of person you’re hoping to hire. A formal, technical role requires a different approach than a creative or customer-facing role.
For a Software Developer role, you might want to use specific terms that are relevant to that industry, such as:
“We’re looking for a full-stack developer with experience in JavaScript, MySQL, and AWS environments.”
However, if you’re hiring for a Social Media Manager, you could adopt a more dynamic tone: “Are you passionate about content creation and social media trends? We’re looking for a creative, out-of-the-box thinker to drive our social media presence.”
By matching the tone to the role, you increase the chances of attracting candidates who align with both the job’s demands and your company culture.
Candidates want to know what’s in it for them. Make sure your job ad highlights the perks of working for your company, from work-life balance to career development opportunities.
If your company offers perks like remote working or flexible hours, mention them early on to grab the attention of potential candidates. For example:
“We offer competitive salaries, flexible remote working options, and opportunities for professional development in a fast-growing industry.”
Today’s candidates are often looking for more than just a salary, so highlighting what makes your company stand out can make a huge difference in the quality of applicants you attract.
At Peridot Recruit Limited, we focus on helping you find the right candidates through our Fixed Fee Recruitment service. We make sure your job advert is clear and targeted, ensuring it attracts the right talent. We also track and adjust your advert to keep it performing well throughout the process.
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