How to Build a Job Advert that Targets Great Candidates

Recruitment seems simple – post a job advertisement, wait a few days for a great person to apply, hire them and live happily ever after! If that were true then there would not be a big – and quite lucrative – recruitment industry.

There is a skill to recruitment and any business could, and indeed I believe should be able to, recruit directly. In order for a business to recruit well they need to invest time in building and focussing on this process as they would any other critical process in the business. Many companies believe that spending an hour or two writing a job description is enough effort required to find the professional version of “the match made in heaven”.

In this blog I would like to focus on how to build a strong job advert. In essence, there are two types of candidate. There are those whoB need another jobB and those whoB want a better job. If you are only receiving applicants from the former then it may be that you need to look at your job advert. Here are some things that to think about when building your job advert.

Who are you? Prospective employees want to feel a connection with new potential employers and this is your opportunity to start doing this. Explain what your business is, what you do, where you are on your journey, what the culture of the business is. Studies show that job adverts which disclose the name of the recruiting employer get over 30% more applications.

What is the role? Seems obviousb&.and yet so many roles advertised read identically. Candidate FOMO (the fear of not getting the right candidate to apply) often results in sanitised, general, bland role descriptions and these actually swich off the best candidates. Don’t be afraid to be specific, different and try to catch the attention of your ideal candidate. What is the role? Why has it come about? What skills are really needed to succeed in the role? Why is it a great time to come onboard? A personal bugbear of mine is reading in the “Essential Skill Set” as many as 8-10 skills. A role should have no more than 3-5 essential skills so put the rest in “nice to have”.

Why should they join you? Money is important, and you should be competitive, but why else is it great to work with you? Holiday purchase schemes, personal development, training, opportunity for progression, working from home are all things that are important. But also talk about your culture and how it manifests itself. It’s nice to say that you care about your employees but it is more powerful to say that you organise a Friday morning breakfast which is an opportunity for the team to talk about anything in a relaxed setting.

If you would like any help with building a recruitment process or help with any other HR topic please contact Optima HR for your FREE 30-minute HR consultation.