3 Things You Should Never Include in Vacancy Ads

With the Great Resignation still strong and the Gen Zers’ and Millennials’ reluctance toward settling for any job, organizations are seeking new and innovative methods to tempt candidates to apply. In this scenario, it has become essential for HR departments to construct vacancy ads that can fit a more significant number of applicants.

But writing a vacancy ad that can attract greater attention does not begin with specifying what you seek in the perfect candidate. Instead, it begins with avoiding common vacancy ad mistakes that can keep any qualified individual from applying.

So without further ado, let’s take a look at the 5 things you must never include in a vacancy ad:

Preferential Language

Preferential or discriminatory language is among the primary vacancy ad mistakes. Using gendered terms like salesman, waitress, he, she, etc., can uncomfortably narrow down the eligibility criteria in an unflattering way. Similarly, using racist terms like native language speaker and cultural fit can also repel many qualified candidates. It is also wrong to demand athletic abilities or interest in playing sports as it can disqualify differently-abled individuals.

Using preferential language can also push away candidates who advocate for inclusivity and diversity in the workplace, even if they fit the eligibility criteria themselves. It also makes the organization look old-school, where new ideas and the people suggesting them won’t be welcomed.

Entitled and Negative Attitude

Sure, you don’t like to waste your time. But a vacancy ad is not the place to announce it. By adding entitled statements like “Don’t expect to hear back from us if you don’t meet all criteria,” “Please don’t waste our time,” or “We won’t consider resumes without cover letters,” you can push away candidates.

As an HR personnel or employer, you must remember that the time spent finding the right resource is never wasted. If you’re not willing to invest time in finding the right candidate for the organization, nobody else would want to invest their time and talent in your organization. More importantly, kindness goes a long way. A cheerful approach, such as “We cannot wait to hear why you are a great fit!” can get you a greater pool of talented candidates.

Too Many Roles and Responsibilities

While being thorough is useful, being too thorough can push away potential applicants. Almost every job includes responsibilities that are not explicitly mentioned in the job description. Therefore, potential candidates always assume there will be more to work than what’s noted in the vacancy ad.

Hence, including too many roles and responsibilities is one of the major vacancy ad mistakes that must be avoided at all costs. If the vacancy ad is for a senior position that entails many responsibilities, compile them into a few general sentences.

Finally, ensure the vacancy ad you write is easy to read and understand. Keep the language simple, so the eligibility criteria and job responsibilities are clear to everyone, not only those associated with the industry. Avoiding complicated language will not only make your vacancy ad get fewer views, but even fewer applicants.