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A job advertisement often represents the first contact with a potential applicant. Therefore, it is of immense importance to use it to arouse curiosity and provide information about what exactly the job is about. Despite numerous tools and the ability to post guided job ads on job boards, recruiters still fall into many traps that can be effectively avoided.
In this blog article, we show what these traps are and how they can best be avoided.
1The wrong idea
First of all, it's about your own image. Questions such as "Who are we?" or "What information do we have to offer the reader?" should be clear in advance and answered comprehensively. The job ad is like a billboard for the job in question and the company itself. The content can therefore significantly influence and direct the interest of the reader.
When it comes to introductions , most companies exaggerate or understate. Either there is far too much text or far too little. A healthy balance is the solution here. The focus should be on the following questions:
- Who are we?
- Why are we placing this job ad?
- What is our USP?
- What advantages do employees have with us?
If these questions were answered in one or two paragraphs, you're in the best possible position!
2Lack of employer branding
Another common mistake is not using employer branding. To make the job ad and the company stand out from the crowd, it is important to present the company in an attractive way. This can be achieved by presenting the benefits that can be expected in the company. These include, among other things, flexible working hours or inter-company remuneration.
If you don't include company benefits in your job ad, it's harder for readers to submit an application because they don't know exactly what they're getting into. With clearly defined benefits, applicants have something to look forward to when they read the job ad and also have a starting point they can pick up on in the application.
3. insufficient job description
Whatactivities are ultimately to be performed in the advertised job can make all the difference for some applicants. A detailed job description is therefore a must-have in the job advertisement.
Often it becomes clear that the content is simply listed without thinking about it and nothing more.... Sure, what is there to change much. But in some cases, a different wording can make all the difference. Here it is important to use adjectives that appeal to the reader (e.g. designer: creative, free).
Away from this, the requirements profile is an important component.
Explicitly distinguish between mandatory knowledge and skills, as well as desirable add-ons. Abbreviations and internal terminology only cause confusion, especially on search engine based tools, and do not lead back to your company due to the keyword search.
The focus should therefore be on colloquial and typical terms for the industry.
4. layout not adapted to mobile devices
There's no denying that almost everything can be done on a cell phone these days. Applications can be conveniently sent on the go, and interesting job ads can be searched for.
It is therefore all the more important for companies to ensure that the job ad is also perfectly legible on mobile devices. You can't influence this on job boards, but you can on your own company website. Regular checks of the functionality and readability are therefore mandatory.
5Missing link to social media
Social networks also play a major role in recruiting. By linking the company profiles from Instagram, Facebook or LinkedIn, a multimedia presence is established that increases visibility across the entire market. In the process, both the worth-of-mouth interaction and the company's call rate increase. In the long run, this can lead to more applications and thus faster hiring.
Conclusion:
The job advertisement is the figurehead of a company. "What happens there?", "How is work done?" and "What could I get out of it?" are questions that should definitely be answered for readers in order to generate a maximum number of applications. In addition, the activities should be clearly and, in some respects, attractively worded. Apart from this, social networks should also be given a place in the job advertisement so that a multimedia presence is established in the long term.
Sources:
Job ads: 9 serious mistakes (talention.de)
These7 mistakes recruiters make most often in job ads (onpulson.de)
The most common mistakes when creating online ads (deutsche-startups.de)
Writing the perfect job ad: here's how (recruitee.com)
Images:
Pexels.com
