Webrecruit's top tips for creating effective job advertisements

Webrecruit’s top tips for creating effective job advertisements

In a competitive recruitment market, it is more important than ever in making sure that your job advertisements stack up against the competition! Job advertisements are one of the ways you can attract candidates to your roles and company by helping them picture what a day in your company would be like, as well as what they can expect from you in return.


Webrecruit have over twenty years’ experience of creating effective, stand-out job advertisements (we have created hundreds of thousands of job advertisements, in fact!) so we know a thing or two about how you can improve your job advertisements and employer value proposition.


So, want to know more? Read on to find out our top tips for creating effective job advertisements!


Instant Attraction Job Advertisements


What we mean here is make sure your adverts are readable, digestible, and not too long! When reading a job advertisement, prospective applicants are normally attracted by the job title, leading them to then look at the salary and overall package, followed by the company proposition and less physical benefits such as Unique Selling Points (USPs).


So, what does this mean for your job advertisements? Well, make sure your job title is prominently displayed on your advert and try and keep salary and benefits close to the top of the job advertisement for instant accessibility. The same way it’s best not to tell someone a salary at the end of an interview due to potential time wastage, the goal is for candidates to qualify as quickly as possible whether your role is right for them, and whether they are right for you.


Keep it clear


All organisations have their own jargon and internal language, which might mean something to you, but to a prospective candidate it can cause confusion and put them off applying for your role. So, when creating job adverts, try and think about how a candidate is reading your advert and what will be pertinent to them? If you do need to use an acronym, best practice is to put the full wording of said acronym first followed by the acronym in brackets for content.


It is also important to consider the job title you are using – is this industry recognised, and is it searchable? If no, try and keep it in the realms of commonality and what will translate to and attract candidates to the role. Remember, this is just a job advertisement, and you can call the role whatever you want internally and on someone’s contract; the aim of the game here is to attract candidates!


Keep it concise


When we are passionate about what we do and the roles we are recruiting for, it can be commonplace to go off on a tangent and create job advertisements that are too long, too detailed, and not user-friendly.


It is important to remember that a job advertisement is just that – an advertisement. The goal is to make an instant impact which will lure a prospective candidate to find out more, and ultimately, apply for your role. Person or job specifications can play a part in providing more detail, but these should not be confused with the purpose of the job advertisement – the best thing to do is keep those in your back pocket and make accessible via your application portal or the advertising platforms themselves.


Want to know more, or still not sure where to start? The good news is Webrecruit are well-positioned to help you and your organisation make an instant impact in the labour market by creating effective job advertisements that will make your role stand out from the crowd.


Request your quote today and be in the best position possible to hire directly via effective, impactful, transformative online job advertisements!



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