Writing a job ad is not just about hiring a resource that handles work. It is also about adding an individual to your team who will bring their unique personality and set of skills. Hence, vacancy ads shouldn’t talk about job responsibilities alone. Instead, they should also carry a detailed description of the right candidate.
Below is a step-by-step guide to writing a vacancy ad to attract the perfect candidate:
Write Job Responsibilities Clearly
While this might seem like a no-brainer, it is one of the most ignored job ads. Most companies simply write the name of the position that needs to be filled. Even if some vacancy ads describe the job, they simply put a couple of bullet points under the position.
For example, if you need to hire a graphic designer for your company, explain what clients your company deals with. You should also mention the main requirements of the designer and the media they would be designing.
Talk About Work Environment
Like individuals, companies also have personalities. Are you a start-up where people can show up in shorts and sandals? Or do you pride yourself in keeping an old-school professional environment?
Let the applicants know. Your perfect candidate will fit in your company like a glove by sharing the same personality.
Mention Any Expectations
Suppose you’re hiring for a graphic designer. Now, do the right candidate for your company should have certain years of experience? Should they know more than one language or design software? Should they have certain interests that can help them understand clients?
Let your applicants know everything. Mentioning any expectations or edibility criteria will help candidates weed out themselves, making your search for the perfect candidate easier.
Make it Easy to Apply
Many companies make the mistake of making the application process difficult. They only allow applying from their job portal, which requires candidates to make an account. While it allows the company to collect data of various applicants, it proves to be more disadvantageous than the advantages it brings.
First, it may stop several candidates from applying who may be short on time. Secondly, it can also stop candidates who might be enthusiastic but somehow don’t fulfill the eligibility criteria.
If your company follows this practice and finds several suitable candidates but never the right candidate, the particular job portal may be a reason. Make it easy for candidates to apply through a job hunt website or an email address to increase the chances of finding the perfect candidate.
Provide a Contact for Queries
How often have you found the perfect resume only for the candidate not to show up at the interview? This has become a common concern for companies because they provide more information about the job and company while scheduling the interview than they do in vacancy ads.
While you should always provide as much information about the vacancy and company in the job ad, you can also replace it with a contact for queries. Let candidates know that they are free to contact the company to know more about the job, company, and eligibility criteria.
Finally, don’t think of time spent on hiring as wasted time. You are likely to waste much more time if you act in urgency and end up hiring someone who is far from the right candidate for your company.
