Job hunting can be an intense process. Sifting through the dozens of seemingly identical novel-length position descriptions to find the right fit causes information overload and has prospective candidates putting job listings in the ‘too hard’ basket.
Attracting the right candidates can be an equally complicated task if your job ad is guilty of one (or all) of these mistakes:
1. The ad doesn’t explain the role properly
Some job ads pull out all the stops when it comes to overcomplicating language, using too many adjectives and missing the main points of the role entirely. For example, “this role requires a dynamic and versatile person to facilitate growth and promote culture through communication strategies and relationship management.” The entire sentence is confusing, unclear, and not really saying anything at all.
Candidates need to know what the job involves in order to determine if they’re interested. Don’t use wordy jargon and drawn-out explanations when simple points will do. Consider writing a smaller, more concise version of the job ad that the candidate can expand and read on if they choose.
2. You’re missing the ‘how much’
No salary range listed? One in two candidates will likely scroll past. Earning potential is one of the top deciding factors for prospective candidates. They want to know whether the job is paying what they’re worth, that it’s worth the effort of applying, and that it aligns with the responsibility level of the role.
Being transparent about ‘how much’ will give candidates a good sense of the role’s responsibility levels, expectations, and your organisation as a whole.
3. No location or clear duties listed
The role’s location is a crucial piece of information that if left out, will rule out a huge number of applications. How far will they have to travel? Does the role require a relocation? Is the area accessible by public transport? Is there parking? How much will it cost to get there and back? All of these questions rely on knowing the location of a job. By the same token, if you’re not clear on exactly what duties are required of the person successful for the role, it’s impossible for candidates to determine whether they’re suitable or capable of performing.
Ensuring you have a suburb listed for the role’s location will answer a dozen questions in a candidate’s mind that decide whether or not to apply. And, clearly labelling and listing the duties involved in the role will quickly help candidates make a call on whether they’re a good fit.
4. The application is assumed to be time-consuming and complex
If you’ve overcomplicated the job ad, chances are candidates are going to expect the application process to be a lengthy and painful one. This assumption coupled with no information on the salary range, location, and/or a clear list of the duties involved is a sure-fire way to your ad being filed under the ‘not worth it’ category.
Employers can make the application process complicated by not giving clear instructions on how to apply, leaving key information out of the ad that makes writing the application difficult, or introducing other obstacles such as tests or other tasks to be completed that stand between a candidate and their application.
If candidates do make it past the hurdles to apply, the process doesn’t end there. Communication is key when it comes to keeping candidates remaining interested in the role and invested in their application. By acknowledging their application and communicating what to expect throughout the process, you’re more likely to retain their interest and find the right candidate for the job.
Chat to us about how we can help you to attract the best candidates for your organisation.