How to Create Job Ads: Tips for Writing Online Job Ads
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So you’ve launched your hiring campaign – now what? Well, you need to write your job ads to attract your target candidates, but there is a big difference between job ads that will just be seen online and ads that will convert into real applications.
The best job postings keep in mind that when potential candidates look at your vacancy, they’re most likely going blind with little knowledge about your company, its culture, and what’s required of your employees. In fact, Candidate Experience Awards research shows that 48% of all online candidates have no prior knowledge of your company – so it’s up to you to attract them.
This means you don’t want to be too generic when creating a job posting, because we know you want to reach as many interested parties as possible, but a listing is useless if it doesn’t attract the right guys. candidates for your job. . Your ad should still stand out from thousands of online posts and be attractive to read, but there are ways to make it unique for your business and industry.
If you market yourself well online, you can find candidates who are as qualified as if you recruited in person. Here’s what you need to know. You do not know where to start ? Here are our top tips and tricks for writing a job posting that stands out, plus some sites that will help make the application process even easier.
1. Join job boards with job listing support
To find the most qualified candidates, make it easy for yourself and create a list via job boards. Not only are most job boards free for job seekers (which encourages them to apply), but many job search sites offer premium services that you can use to filter the necessary qualifications and have a CV database at your fingertips to find the right candidate.
There are hundreds of sites to choose from, but you’ll need to consider if you want a site that allows job postings to be personalized, so you don’t have to start from scratch. One particularly useful site is ZipRecruiter, which offers customizable templates for job descriptions, job descriptions, and screening questions that streamline the listing posting processes, so you can get them up quickly and hire in no time. You can also delete a job posting and exchange it for a new one when the position is filled, so you no longer have to wait a certain number of days to keep a posting live.
Two plans are available, a Standard and Premium job listing plan. Although they don’t list their official prices online, the Standard plan is for more economical hiring and will give you distribution to over 100 job boards, unlimited applications, and a reusable job slot. Before you start scouting for your qualified candidates, you can always try this #1-ranked recruiting site for free with ZipRecruiter’s free trial plan.
2. Use keywords to your advantage
Optimizing your job postings with keywords and phrases is important not only for your ad to appear on relevant online searches, but also for your ad to be seen by as many relevant candidates as possible. Although you may think that expanding your job title and description will get you higher views, it helps to be specific in key areas of the list so that only job seekers with the most relevant experience in their field are applying.
One way to do this is to be general in the job title, such as “Sales Manager” instead of “Retail Expert”, but be specific in the description itself in terms of the job duties, necessary skill sets and tools. . Check if your job board offers customizable templates to help you.
3. Structure your ad to make it stand out
While you need to make your ad appealing, you don’t have to structure it like an advertisement – encouraging people to apply can be as simple as presenting the right information with the right format. First, you need to structure your ad with headings (no bullet points, they look too unprofessional), so readers know what they’re looking for and don’t skim through your ad.
As we mentioned earlier, don’t assume your candidate knows anything about your company or the job itself. Be sure to explain your company’s mission and why they should want to work there. Keep it candidate-centric and share the “why” of why you’re hiring for the role, but also what your “ideal” candidate should look like. Include a section on basic education, experience or other requirements and, if possible, outline salary range and benefits. This will both make your ad much more appealing to candidates, but keep expectations aligned on both the employer’s side and the candidate’s side.
4. Adapt your ad for social media
Social media is actually where a good chunk of job seekers hear about job postings these days, so you’ll want to create a list that reads equally well on a job board as it does on social media. social. Be sure to post current job openings to your social media feeds, such as Facebook, Twitter, and LinkedIn, and link to your company page for applications.
Do you have a more difficult than average position to fill? In the post-pandemic market, this will eventually happen. You can narrow your search for the most relevant candidates by posting the job posting to specific professional groups in your field or by using targeted hashtags in the post itself, such as #journalismjobs or #nycjobs.
There are also tools, like ZipRecruiter’s “TrafficBoost,” that give your job posting a little extra boost, including increased placement and visibility on their linked job boards. TrafficBoost also helps secure more eyeballs without relying solely on your SEO skills, as the tool will promote the position until it receives the number of views you are aiming for (100-300 views per post ), or up to 30 days.
5. Define the application process in the list
Candidates should ideally be well informed about what happens after they apply. Give people an idea of the number of steps involved in the application process (is there a skills test? A phone interview, then an in-person interview?), so the candidate can manage their expectations. It also makes it much more likely that qualified potential employees will contact you when they know you’re hiring right away, for example, or they have time to prepare for the length of the process.