In today’s competitive job market, especially with the big staff shortages many industries face, attracting top talent to your organisation is often no walk in the park.
Crafting a compelling job advertisement is the first step in the hiring process, but all too often, employers make avoidable mistakes that deter potential candidates.
Now’s the time to grab your metaphorical red pen and ensure your job ads are the right attraction tools for prospective hires.
Vague Job Titles and Descriptions
One of the cardinal sins in job advertising is using vague job titles and descriptions.
Candidates need to know exactly what the role entails, so skip the overly creative titles like “Happiness Co-ordinator” and opt for more straightforward terms.
Furthermore, a clear job title and comprehensive description are the foundation of a successful job ad.
They also help if potential candidates use specific keywords to search for jobs on sites like seek.com.au and LinkedIn.
Neglecting Mobile-Friendly Formats
In our mobile-centric world, creating job ads that aren’t mobile-friendly is a big mistake.
If your job posting is difficult to read or navigate on a smartphone, you risk losing a significant portion of potential candidates.
Ensure your ad displays well on all devices to reach a broader pool of applicants.
Ignoring the Company Culture
Job seekers are not only looking for a pay cheque; they also want to know about the workplace culture.
Failing to mention your company’s values, work environment, or unique perks can make your ad seem impersonal.
Highlight what makes your company a great workplace to attract candidates who align with your culture.
Neglecting Inclusivity
Diversity and inclusion are not just buzzwords; they’re essential aspects of a modern workplace.
Avoid language that could discourage candidates from diverse backgrounds.
Also ensure your job ad uses inclusive language and encourages candidates of all genders, races, and backgrounds to apply.
Long and Tedious Job Descriptions
While clarity is crucial, long-windedness is not.
Avoid writing job descriptions that read like novels because an excessive, tedious job ad can overwhelm potential candidates and drive them away.
Instead, focus on concise, relevant information outlining key responsibilities and qualifications.
Forgetting the Human Touch
Job ads lacking a human touch can come across as cold and uninviting, so personalise your ad by using a conversational tone.
Address potential candidates directly with “you” statements, and let your company’s personality shine through.
Not Highlighting Career Growth
Many candidates are interested in opportunities for growth within a company.
If your organisation offers career development paths, mention them in your job ad.
Show candidates that joining your team can be a stepping stone to a brighter future.
Excessive Use of Jargon and Buzzwords
Avoid overloading your job ad with industry jargon and buzzwords.
While some technical language may be necessary, remember that candidates from various backgrounds may be reading your ad.
Use clear and straightforward language to ensure everyone understands what’s required, and you widen your pool of potential new hires.
Missing Application Instructions
Don’t assume that candidates will know how to apply.
Clearly state the application process, including the required documents and contact information.
Also, make it as easy as possible for candidates to apply and get in touch with your company.
No Salary Information
Candidates want to know what’s in it for them, and salary is a critical factor.
Not mentioning salary details can lead to frustration and wasted time for both you and the applicants.
Be transparent about compensation to attract candidates who are a good fit for your budget.
Failing to Add a Cut-off Date for Applications
Not specifying an application end date can create confusion and lead to applications pouring in indefinitely.
It can also mean that some people don’t apply because they worry the hiring process will take too long and they need a new job ASAP.
As such, you should set a clear application deadline and communicate it in your job ad.
This helps you manage the recruitment process more efficiently and gives candidates a sense of urgency.
Ignoring Feedback from Current Employees
Your current employees can offer valuable insights into the job posting process, so consider seeking feedback from your team about the job ad’s content, tone, and clarity.
Staff members can provide valuable input to ensure the ad accurately represents the role and your firm’s company culture.
Crafting an effective job advertisement requires attention to many details and shouldn’t be rushed through.
Also, avoiding common mistakes can help you create ads that resonate with potential candidates and lead to successful hires.
Remember, this content is often a candidate’s first impression of your company, so make it count!
Information provided in this article is of a general nature and does not consider your personal situation. It does not constitute legal, financial, or other professional advice and should not be relied upon as a statement of law, policy or advice. You should consider whether this information is appropriate to your needs and, if necessary, seek independent advice. This information is only accurate at the time of publication. Although every effort has been made to verify the accuracy of the information contained on this webpage, MYOB disclaims, to the extent permitted by law, all liability for the information contained on this webpage or any loss or damage suffered by any person directly or indirectly through relying on this information.
