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Is your recruitment advertising putting off top talent?

Written by Guest Author | December 5, 2014 | 0 Comments
rsz_1pick_youEvery company obviously wants to recruit the right person for their given position, but is your recruitment advertising actively assisting your firm in this goal, or is it actually deterring the best people?
Your job adverts are, after all, only the start of the hiring process, so mistakes here can leave you with a poor quality applicant pool, even before you starting interviewing.
Here are some of the errors that could be compromising your own job advertising.

Vague job titles

When anyone applies for a job, they at least want to know what that job is. Job titles can be unclear by being either too general or too specific.
Don’t advertise for a mere ‘assistant’ or ‘associate’ as this says almost nothing about the role. But if you’re seeking a secretary, it also makes sense to use this term rather than a confusing title, like ‘Director of…’ that applicants would not associate with this type of role.

Unhelpful job descriptions

Job titles and descriptions very much go hand in hand. You need to describe the job fully and accurately enough to leave the applicant in no doubt about what it actually entails.
Again, striking the right balance is vital. Providing too little information will leave the right candidate walking away without realising that they are, indeed, the right candidate. However, you could also end up listing too many non-important details that overwhelm the reader.

No information about salaries

Fair enough, so you won’t necessarily want to state everything straight away if you are to have any room for negotiation, but the best, professional candidates like to be given some kind of figure. After all, what level is this job at?
If you say the salary is “dependent on skills and experience” or a use similarly vague phrase, chances are that you’ll get a lot of unqualified hitters-and-hopers, rather than very many high-calibre professionals.

Protracted application processes

Do your candidates have to work through 30-plus pages of questions to even apply for a job with you? This isn’t quick or convenient in a world in which job applicants generally want things to be quick and convenient.
Don’t test great candidates’ patience right at the start of the process. Instead, remember that you’ll have plenty of opportunity during the entire recruitment process to gather the information that you need, in a way that doesn’t send applicants packing.

Terrible formatting

So many organisations leave glaring misspellings or poor grammar in their recruitment advertising, while others fail to separate text into easy-to-read paragraphs or don’t use bullet points and headings that would greatly increase comprehension.
Such habits aren’t a good way of presenting your company as professional and conscientious. Who wants to work for a company that writes sloppy job adverts?
By swerving clear of these mistakes, you’ll certainly be able to write much more convincing and effective recruitment advertising.

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