How to Write the Perfect Job Ad
There are few things more frustrating than posting an online job ad only to receive hundreds of unsuitable applicants or none at all. For this reason, it is important that a recruiter takes the time to properly craft the ad so that you provide the proper information and attract the best candidates.
“Hiring the best is your most important task.”-Steve Jobs
Is writing a thorough job ad worth your time?
We understand that, when it comes to recruitment, time is of the essence. As a recruiter your days are filled with posting jobs, making phone calls, screening CVs, scheduling interviews, sending emails. The list goes on.
You feel that you don’t still have the time to write the perfect job ad. What if we told you that this will save you time and money in the long run?
Here are 4 reasons why:
- The time spent planning your job post will save you from answering questions on the phone.
- A detailed job posting will help you only to get qualified applicants.
- A posting with a clear job description improves employee retention because employees will have a good understanding of their duties and responsibilities.
- Posting a well-written job posting communicates a high level of professionalism. This in turn will help attract quality applicants.
Top talent is attracted to trusted and professional brands, just like customers, so treat them as such.
How to create the perfect job ad
The perfect job ad should:
- Attract the best applicants
- Clearly describe the job responsibilities and requirements
- Sell the company so they want to join.
- Have a clear call to action for how to apply for the job
There are 5 main parts to a good job posting. We will discuss these below.
1. Job Title
Make sure your job ad title stands out from the crowd. Because there are so many companies advertising the same roles, you need to make sure your job posting gets noticed. You want a candidate to read the job description and apply so get them interested right away. Your job title must be clear, concise, and to the point but don’t overdo it. Stay away from general titles such as “cleaner” or “driver”. The wrong job title could also cost you time and money.
Don’t be afraid to get creative and use catchy job titles. Catchy job titles can really pull in potential candidates. For example, Twitter’s “Tweeter in Chief” and Bud Light’s “Chief Meme Officer” might make them take a second look.
2. Company overview
To attract the best candidates, it’s important you understand what motivates and inspires employees to want to join your company. When candidates are considering a company, they aren’t just looking for the biggest salary. This section allows job seekers to ascertain if they will be a good fit for your company. When writing this section on the job ad, keep it to a paragraph or two. You do not have to go into too much detail or company history.
As you are writing this section you should try and answer the job seekers questions, for example:
- What makes your company so attractive?
- Why would I want to come work for the company?
- What could I look forward to?
- What benefits could I enjoy?
Even if you only write one line about your company, make it count but don’t make it up. Once you have written this Company overview, you can use it as a template for future job postings.
3. Job Description
Your job description should provide a summary of the role and expectations for the position. Different from a list of duties and responsibilities, this is your opportunity to communicate the intent of the position. Provide the job seeker with an overview of the position and exactly what it entails and what you expect.
You may consider the following questions to get you started:
- Is this a new role?
- To whom does this position report?
- What do you want this role to help you achieve?
Here is an example of a job summary:
The assistant manager position is a new role reporting directly to our managing director (MD). The objective of this role is to act as second in command to the MD, providing direction to the team. This person will have experience managing a department of at least 10 people.
4. Job Duties and Responsibilities
In this section, it’s best to be as descriptive as possible providing duties along with responsibilities. This part of the job ad needs to make it really clear what you’ll expect of the successful candidate. It’s also best to lay these specifics out in a bullet list.
Here is an example of the responsibilities of a data capture clerk to get you started:
- Gathering and preparing documents or information for data entry.
- Liaising with team members to ensure all source information is complete and accurate.
- Capturing the data into a computerised system, software or database.
- Performing daily backups.
- Maintaining a good filing system.
- Performing clerical duties like printing, scanning, email, or faxing.
- Preparing reports.
- Creating digital format of handwritten documents.
5. List of Job Requirements
Similar to the list of job duties and responsibilities, you want to provide a very clear list of formal qualifications required to be considered for the position. This way, potential candidates who are not suitably qualified can opt out of applying. Once again, this section is best kept as a bulleted list.
Here is an example of the requirements of a data capture clerk:
- High School Diploma or equivalent diploma/degree.
- 1-2 years experience in a similar role. Some companies may offer entry-level data capture roles.
- Excellent typing skills.
- Intermediate to advanced computer skills.
- The ability to process high volumes of data accurately.
- A keen eye for detail.
- Ability to sit in front of a computer for extended periods of time.
- Good time management skills and the ability to work to deadlines.
- Good understanding of administration and clerical operations.
- A good understanding of filing systems.
- Good communication skills, both verbal and written.
- Organisational skills.
The more information you can provide on the job posting the more chance you will have of receiving a better response from applicants. This will also save you valuable time from having to answer emails or phone calls.
Here are examples of additional information to add to your job posting:
- Pay range, benefits, and perks: Putting pay and benefits on the job description is vital.
- Closing Date: Putting a closing date is important for applicants.
- Indicate any tools or training that you’ll provide.
- If you conduct any screening or pre-employment testing let candidates know.
- Describe the application process and timelines.
“Hiring the right people takes time, the right questions, and a healthy dose of curiosity.”-Richard Branson
According to a recent survey, the best candidates are off the market within 10 days. Creating a professional job advert is vital in making sure they choose you. Take the time and effort to create the perfect job ad, and you will reap the rewards.
Where Should You Post Your Job Ad?
Freerecruit.co.za is a free online job site for employers to post job ads and for candidates to find jobs. We offer free recruitment tools to assist employers in finding and hiring the best employees. If you are a company or recruiter currently looking for quality candidates, you can download candidate CV’s for free or post online jobs free online. If you need any assistance, please do not hesitate to contact us.