You Need to Lift Your Game!
Attracting the right talent is no easy task. Creating targeted Job Ads has become a necessity in the current climate. Today’s talent are qualified, educated and very active in the job market. Applying for work is super easy and the job market is throwing up heaps of choice.
Your Ad is not the only one a candidate has to read.
- You need to shine
- Ooze appeal
- Win the battle against a candidate’s short attention span
Your content needs to WOW your reader and lure them beyond the Job Title. Sounds easy, right? Wrong!
Pitching a job in the current climate and loading it onto a job board involves strategy and time. You need to know where your ideal candidate hangs out, how they search for jobs and what they value the most.
My 5 Tips below are to help you create Targeted Job Ads. I have no doubt your inbox is being flooded with resumes every time you go live with your vacancy. A Targeted Job Ad will reduce the number of applications not matching the selection criteria.
Get Clear on Who They Are
You need to spend time building a candidate persona. This outlines who your target candidate is. Getting clear on what you want your future employee to look like is crucial to a successful hire. Don’t make the mistake of trying to clone your past employee, this never ends well, in fact, it ended with them leaving you!
You Can’t Handle the Truth
Once you’ve established a position description, it’s super important to be transparent with your content. The reality is not all jobs are challenging and thrilling, some are actually pretty dull. The duties could be repetitive, opportunities to grow can be limited and every day could very well be the same.
Don’t let your urge for creativity get away from you. Creating content that makes your job sound exciting, challenging and varied is the worst thing you can do. Sure, you’re going to get an inbox full of resumes but you won’t get a successful hire who will stick around long. I guarantee you’ll be loading the Ad again and again with no success.
STOP – You’re Attracting The Wrong Person!
If your vacancy is a tad dull, avoid using words like exciting, potential growth or fast-paced. Replace them with structured, stable and stress-free. See the difference? Be honest, it is what it is.
It’s Your Loss
A Job Title speaks volumes to a potential recruit. Candidates can base their decision to apply for a job title alone. If your aim is to attract experienced Office Managers to your position; don’t title your vacancy Admin All-Rounder because that’s been the title for the past 10 years!
You need to know what impression your title is having on potential incumbents. Does it tap into their ambitions or is it oozing reliability and long-term?
Every job title presents us with a preconceived job description. If I advertised for a Receptionist, Accountant or Courier, you get a pretty good idea of what I want. The title alone represents what’s expected of you. Your company may be the best company on the planet to work for but if the title isn’t accurate; your best candidate won’t be applying, EVER!
Don’t hide in the shadows; tell the candidate how much you’re going to pay them. You don’t want to run a recruit in-house only to have it break down in the final stages due to money negotiations. If you research the current salaries on offer it will give you the confidence to negotiate.
You can source salary information from Hays, Hudson, Seek, Live Salary or Glassdoor. They all provide industry data on salaries.
Don’t use your advertisement to test the market or ‘see who is out there’. Candidates don’t have time for this anymore and see right through your motives. It’s damaging to your brand. If you’re not paying enough, think about what your company can offer beyond salary. Get creative, secondary motivations will help you attract and keep your perfect candidate.
- Reduced hours to enjoy more family time
- A day to work from home
- Further training and development
- School hours could be an option
Know where your candidates are hiding despite your budget. Don’t let all your hard work go to waste by posting your Job Ad on the wrong platform, at the wrong time on a wrong day! I wasn’t lying when I said Job Ads take time and strategy.
There will be more than one platform worth posting to; in fact, I recommend it to avoid discrimination.
Skilled, job specific professionals are unlikely to be hanging out on Gumtree. Your lawnmower man is, though! It’s about knowing where they are. A large part of my recruitment success is due to my commitment to job data. It’s time-consuming but it gives me the edge.
Aim high with the next role you need to fill. Get clear on what your role and your business need. Do your research and understand what your potential employee desires. Challenge yourself to change the idea of what the role is to keep the best talent in your team. Attracting talent should be the easy part, keeping them is the hardest.
If you recognise the hurdle and hindrance of Ad Writing and Shortlisting, I invite you to join me in my new venture The SHORTLISTER It’s a Slick, Super Smart Recruitment Alternative for Busy People!
As a thank you, you will receive expert tips and a checklist on How to SHORTLIST like a Ninja!
Kerri Duff-Borthen; Founder at The SHORTLISTER.
Super smart, slick recruitment chick who’s all about slicing and dicing time for busy businesses seeking talent. Give her a mission; she’ll accept it and weave stealthy magic into every part of your experience, in her own quirky way. There’s nothing boring and “recruitment consultant” about Kerri and her wicked sense of humour. She is The SHORTLISTER by day and Mum and wife to her tribe of H’s the rest of the time, OH, except when she’s seeking out karaoke adventures!