The quality of the job advert you write can have a big impact on both the number and quality of the applicants you get. Keep in mind that your job advert (sometimes called a “job post”) will be the very first interaction people have with your business or brand, so in addition to providing a detailed description of the role you’re hiring for, you’ll also want to present your business in the best possible light.
The good news is, we’ve prepared a sample job ad for you to take inspiration from, plus a blank job advert template for you to make your own.
Think about who you're “selling” to: Take care to use language in your job advert that will appeal to the types of people you're trying to recruit. For example, if you're looking for a salesperson who'll work hard to reach targets, use phrases and words like “highly motivated”, “ambitious” and “driven”, and describe your workplace as “fast-paced” and “results-focused”. If you want someone who’s good with people, meanwhile, make it clear that you’re looking for a good communicator and who possesses interpersonal and “soft skills”.
Avoid using jargon: Company and industry jargon might be OK if you’re hiring for a more senior role, but generally speaking job seekers will be put off or intimidated by any terms that get in the way of them understanding what the job role actually involves, which could result in fewer applications. Keep your wording simple to avoid any unnecessary friction or confusion.
Be realistic with requirements: By listing a long string of essential criteria, you'll shrink the candidate pool or even dry it up completely. Loosening these restrictions may lower the overall quality of candidates, but you'll receive applications from talented individuals who may have otherwise been dissuaded by tougher requirements.
Instead, focus on three to five criteria that are vital to doing the role, and consider listing another three to five as “desirable”. This way, you'll appeal to those who are qualified and to those who possess the sort of qualities you're looking for. This will help you sort potential candidates depending on their aptitude or attitude (or both).