JOB ADS THAT WORK – How to get bang for buck
Effective job ads outline what you are looking for. They allow you to present the employment opportunity to the right candidates. Job ads that are targeted, descriptive and grab a candidate’s attention will ultimately prove to be the most effective.
Job Title
The job title is one of the first things a candidate will see when they start their on-line search. You will need to distinguish your ad from many similar jobs and quickly appeal to candidates. You will do this by writing creative job titles. Don’t simply write ‘Sales Manager’. Something like ‘Stellar Sales Executive (Hefty Bonuses)’ is more likely to help you stand out and attract a better response.
Short Description
The content entered in this field will appear in viewable summaries of candidate searches. As many candidates will ‘skim’ through these, enter content in this field which will appeal to the right candidates and make them want to find out more. It’s your best chance to entice and attract.
Nominate an Industry for each ad
You have a site that allows you to separate industry and profession. This allows you to nominate the industry relevant to each advertised position. Within the Media industry, there are several professions which may be engaged within it eg. Sales, Advertising, Accounting etc. Nominating an ‘Industry’ when placing an ad gives your job a better chance of finding a relevant candidate.
Nominate up to 3 professions for each ad
You have the opportunity to categorise your role by up to three professions. For instance, if you are advertising for a Secretary within a Legal Firm, you can choose a role from the legal profession (legal secretary), administration profession (secretary) and accounting profession (accounts payable). If you are advertising for a CFO, you could elect both the Accounting Profession (CFO) and the Executive Management profession (CFO).
Search Tags
Your job ads will only be found by job candidates if words they might use in their search are in your ad. In each of the ad sections, include keywords that the best candidates are likely to use in their search. Follow each word or phrase with a comma if you enter more than one. The site also allows you to tag your ad with specific terms in order to increase your chances of being included in a candidate’s search results.
Employer Profile
Remember that candidates may also want to establish what kind of an employer you are. Targeting content in your Employer Profile to attract the right candidates and promote your employer brand can also be of assistance.
Screening Questions
These are a great way to sort candidates and eliminate those that don’t have what you are really looking for. They can be created when you post your job ad, and best of all they are free. If you only want to hear from candidates with certain attributes, qualifications, experience etc., you are able to ask these key questions and the candidates will be required to answer them as part of their application. This can free up your time considerably and streamline the recruitment process.
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