If you have jobs posted online, your goal is to find some new employees. So how do you make sure that people who see your advertisement actually apply for those jobs? This is all down to making sure that your ad looks good and that they explain what you are looking for and why. Let’s take a look at some of the key details to include.
1. A Perfect Description of the Position
It seems logical that if you have jobs posted, they should properly describe what you are looking for. This means that you explain what the responsibilities of the candidate will be, as well as provide an overview of your organization and the team. Specific details have to be included in an easy to digest manner
2. A Summary of the Role
After you have given a brief overview of the position, you need to get into more details about it. This is where you will list what the routine tasks and responsibilities will be, and why those things matter. This is an opportunity for you to speak directly and to encourage them to put in an application. In essence, you need to see this part as a sales pitch.
3. A Clear List of Major Responsibilities
Now that you have spoken to your potential applicants and, hopefully, grabbed their attention, you need to start listing more specific elements about the major responsibilities they will have. What you will find with most jobs posted online, is that this is a simple bulleted list of responsibilities that explain what the employee will be expected to do and why. It should also list elements such as the type of projects the employee can be involved in, what the administrative responsibilities will be, what the position will be in the team, and so on.
4. It Must Be Readable
You would be surprised at the number of jobs posted online that are unreadable. They are difficult to understand and they aren’t formatted in a way that is easy to follow. Even if you follow the above steps, if you don’t write it in a concise manner, people will look elsewhere.
5. Necessary Qualifications and Skills
Next, you need to write a list of the essential and desirable criteria, relating to skills, experience, and qualifications. It is quite common for this to be a separate document attached to your advertisement. Keeping this separate means your ad doesn’t become cluttered.
6. A Description of Your Corporate Culture
Last but not least, you need to provide a description of your organizational culture. This is important, because people apply not just to perform a job, but rather to be part of a team, a mission, and a vision. Someone who is qualified as a secretary, for instance, will have personal preferences in terms of where to become a secretary and this is mainly down to the overall organizational culture. It is your responsibility, therefore, to make sure that you speak to the applicants in a way that attracts them to you.
