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3 Things To Consider When Posting A Job Ad

You have a job opening that you’ve been advertising for a while, but unfortunately you haven’t found that purple squirrel. There’s a few things that you may want to reconsider before giving up on your quest.

1. Where?

Where have you posted the job? Are you planning on paying for any advertisements? Have you started advertising on social media too?

You need to be sure that the places you chose to advertise will reach your target audience. So, there’s no use posting on a Hospitality Job Board if you are hoping to hire a Software Engineer. Find niche & relevant Job Boards that will attract relevant & high quality candidates. This will save you time and money.

When Social Recruiting, make sure you are using beneficial hashtags, take a look at Twitter Chats for relevant times and days for particular areas or sectors. Cross-promote on networks that you think your candidate will use. For instance, if you’re looking for a photographer, why not advertise on Instagram? They may connect with you through there and you’ll already have access to their portfolio of photographs.

If you are looking for professionals, try posting during commuting hours 8-9am and 5-6pm. If it’s a graduate role, 11am is probably better than 8am. It’s all just common sense, just try to picture that dream candidates lifestyle and then work around that. By common sense, I mean there’s absolutely no use posting a job at 4am… Who’s going to find it? Probably someone on the opposite side of the world.

2. What?

In terms of expectations, are they a little too specific? What are you looking for in your candidate? Are you being fair and unbiased? 

You need to make sure you aren’t making it too hard for yourself. Although it’s very common to have a fixed idea of what candidate you want, you need to be a little more open minded.

Although, it might be more desirable if someone has more experience, or worked for a good company. Try to be open minded and give people a chance. Instead of always looking at experience, why don’t you look at skills that they may have achieved from University or school.

Most importantly, you want to avoid specifying what gender, age group, ethnicity, sexual nature and more. Not only is this discriminative and cruel, it’s old fashioned and it will only reflect badly on your brand image.

3.  Why?

Still not found anyone?

Maybe your requirements are just too strict.  You need to reconsider your job description, is it all necessary? You obviously don’t want just anyone applying, but maybe, it’s scaring people off.

You may have the PERFECT candidate staring at your description, ready to apply. Then, they see your long, intimidating list of requirements. They may feel ‘under-qualified’ even if they’re not.

It’s obviously crucial to have specific requirements within a job description but perhaps you need to reconsider how you are stating the requirements. Is it in an unfriendly manner? Does it make your company look small-minded?  Are you making people want to work for you?

At the end of the day, the purpose of a job description is to make people want to apply for the role. Although, it may be a really important position, the worst you can do is scare away your potential candidates. It’s better to have a variety of applications to look through than no applications. Broaden your horizons and welcome more people to apply rather than scaring away potential purple squirrels!        



(Remember! You still need to list requirements, it’s just about finding the balance between too lenient and too strict)


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