Attracting the best talent is incredibly important. The caliber of your staff can greatly affect the success of your business. Creating a quality job advert is the first step in enticing workers to join your business. While it is true that job ads so come in all shapes and sizes, there are a few rules that you should follow to reach the right candidates.
Think about the best way to appeal to a wider audience. Name the role well; it needs to be easily searchable to not get lost in the shuffle. Use keywords and try to work out what job title is desirable for your ideal candidates.
A Short Introduction
Keep this as short as possible. Aim for no more than 50 words. Briefly introduce the job rather than the company. Use the intro to entice candidates and get their attention; the aim is to ensure that they keep reading.
List the main tasks of the role. Outline the daily expectations that you have for a successful candidate. Try to relate them back to business objectives where possible. Be specific and detailed but don’t ramble or be too wordy.
Think about the skills, qualifications, or experience that a successful candidate will need and list them in this section. Divide them up between what is essential and what would be advantageous. Be discerning; this section will directly impact the number of responses and the caliber of the candidates.
Rewards & Perks
Influence candidates by going into detail about the advantages that they can expect. List all perks that successful applicants can expect, from flexible working hours to paid leave or even on-site housing. Nail down a salary or at least the region they can expect depending on their qualifications and experience.
Decide whether or not you are listing the job locally or to international applicants. Widen your talent pool by posting internationally. Add some information about the location of the job and transport links. Consider hiring skilled migrant workers. Secure them an H2B visa. Check out Farmer Law PC to learn more about securing this visa.
Educate candidates on your business. Detail your objectives, history and values. Tailor them to the job role where possible. Tantalize applicants but don’t provide too much information—aim to intrigue them but save something for the interview.
Tell interest applicants what they should do next. Add your contact information and some details on where they should send their resume to. Advise them on if they should write a cover letter and what they should include in it. Use this as a way to vet candidates; if they haven’t properly followed the next steps that you have listed, then they might not be right for the role.
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