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4 Key Areas of Your Recruitment Advertising Campaigns You Need to Get Right

Written by Holly Watson | November 2, 2016 | 0 Comments
Improve on recruitment advertisingAre 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 AdvertWriting job adverts

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.


Job boards2) 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.


3) The Applicant JourneyCandidate journey

When a candidate clicks the ‘Apply’ button for your role, what happens? Are they routed into your ATS? Or are they sent to a careers page where they will receive details on how to apply?
Each business is unique in their application process. We find that the smoothest candidate experience is when candidates are able to upload their CV and answer any application questions within one portal, rather than having to manually type out an email to a contact within your business.
If a candidate experiences a clunky or confusing application process, there’s a strong chance that they will abandon their application halfway through completing it.
If you’ve noticed an increase in application drop-offs, it’s worth auditing your application process to make it as easy as possible from a candidate’s point of view.

Follow up with candidate4) Timely Follow-Ups

Your advert has had a large response and you’re overwhelmed with applications. While this is a great thing, it’s important that you don’t leave candidates waiting for weeks for a response.
If there’s an application that you’re interested in, follow it up quickly; don’t forget, candidates could be applying for multiple roles and a competitor might snap them up quicker.
A slow follow-up process can also create a negative impression of you as an employer as it might suggest that you’re not organised or, worse still, don’t care about the candidate experience.
Still feel like your recruitment advertising campaigns need some work? Request a brochure from Webrecruit to find out how we can help you.

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