4 Key Areas of Your Recruitment Advertising Campaigns You Need to Get Right
Are you struggling to attract the candidates that your business needs? If so, it’s worth re-evaluating certain aspects of your recruitment advertising campaigns.
A successful recruitment advertising campaign comprises a selection of different components; however, we’ve drilled it down to four main areas that you should be focusing on to maximise your chance of attracting candidates and making a successful hire.
You might find that you’re struggling with one particular area of recruitment advertising or even all four areas below. Whatever your challenge is, try following Webrecruit’s tips:
1) Your Job Advert
Let’s start at the very beginning of your campaign; writing your job advert. Your job advert is important as it’s the first impression that a jobseeker will have of your company and the role itself. An informative and well-written job advert will attract the right audience and influence them to apply for your role.
When writing your advert, think about your ideal candidate and keep them at the forefront of your mind. Create the advert as if you’re talking to them and remember to sell the role, your company and the opportunity.
There are no set rules when writing a job advert but we’d advise to keep it relatively short (no more than 400 words, ideally) and to include the key information about the role without overwhelming the reader with information. Try breaking any walls of text down into smaller paragraphs or using bullet points.
2) Your Job Board Selection
Writing a great job advert is redundant if you don’t get your job board selection right; if you post your vacancy on the wrong boards, you run the risk of not reaching a relevant audience.
Choose your job boards wisely; we recommend picking a selection of both generalist and specialist advertising sources, depending on the role. Don’t forget to share your vacancy on your company’s social media accounts as well – this will reach a wider audience, including your company’s existing followers, and may help to attract those passive candidates who aren’t actively looking for a new role.