Write the perfect job advert
It’s certainly true that many prospective employers do manage to successfully fill positions with their current system of advertising vacant positions. However, even greater numbers find themselves struggling to fill job vacancies simply because of their inability to write the perfect job advert.
There’s a lot of reasons this happens and it’s often a mixture of a few things, sometimes advertising jobs in an industry that is very competitive can find a shortage of applicants for the position, but more often, the lack of applications received comes down to a poorly written job advert that fails to inspire prospective applicants.
There are so many reasons that employers can find it difficult to recruit the perfect individual for their job vacancy. It is therefore crucial to make sure that the basics of the job advert are all in place. This is where poor structure, adopting the wrong style and the actual wording of an advert for a job vacancy can all make the difference between success and failure.
Employers need to think long and hard about their recruitment adverts before making them live and accessible to the public. The structure, style and words used in an advert can make the difference between the right candidate applying for the job or you the recruiter spending weeks sifting through inappropriate CVs and wasted hours of interviews, all potentially avoidable by generating a better version of your job advert in the first place.
Selling the job and the opportunity, as you would anything else in life, is the best way to ensure success and truly selling it is only possible with a job advert that is structured in the right way to sell the ‘opportunity’ to the prospective candidate as a primary objective.
Close attention should be paid to certain specific parts of a job advertisement too, such as the job title. The job title in a job advert is the single most important thing when it comes to your job adverts getting found by more candidates searching online, so getting this right will make the difference between success and failure to attract and recruit key people.
The job title in any job advert should seek to be completely clear as to what the job is, it should “do exactly what it says on the tin”, but more importantly, it should be adapted for the purpose of the recruitment campaign, to match whatever the majority of potentially suitable individuals are actively searching for.
Example: The job title Internal Sales Consultant achieved just over 600 views in one month from one leading UK job board, but Telesales Consultant achieved just over 17,000 results from the same board over the same period.
Those potential employees actively seeking a new position will nearly always use straightforward key bits of information to narrow their search, suc