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Why Your Job Advert Isn’t Attracting Candidates

Composing the perfect job advert is essential in attracting the right candidates. A badly written advert can confuse people or put them off. Which can ultimately lead to them not hitting the ‘apply’ button. Here are some reasons as to why you may be struggling to get great candidates to apply to the job role.

Length

A lengthy job description or a long list of ‘essential skills’ required for the role can be off-putting. If you keep it compact and precise, candidates can scan through the list and see if the role is right for them. When the job requirements are demanding and unrealistic people are more likely to think the role is too advanced for them. Whereas if the advert is too short, it does not provide the candidate with sufficient information to grasp what the job role will consist of.

Confusing

If the job advert layout is unreadable, with no paragraphs or bullet points, it can put people off from applying. It’s such a minor detail that can easily be avoided, so don’t let it happen to you! Another way the advert may be confusing to candidates is if you include excess jargon and buzzwords. Yes, it’s completely ok to include some jargon, considering the people viewing the role will most likely understand it. But talking in a cryptic code will just make it difficult to read and could be intimidating especially for entry level positions.

High expectations

Expecting too much from the potential candidate can make them feel inadequate and underqualified for the role. Which is reflected in the job posting, if you use phrases like, ‘must be an expert in’ and then list a number of skills, for a junior role it can be off-putting. The job description needs to reflect the level of position for the role that is being advertised.

Discrimination

Including anything about a person’s race, gender, age or any other specifics is a definite no. You are instantly discriminating against a group by including this on your job listing. Sometimes you may not even realise what you have said is discrimination. For example writing, ‘young, hardworking graduate required to join our lively sales team’ is discriminating against different ages groups. Whilst also ignoring the fact that someone can graduate at any age.

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How well you promote the job or distribute it out to job boards and recruitment agencies will affect the talent you attract. For example choosing to promote the role yourself will have a smaller reach rather than if you used a job board. Carefully choosing the right place to advertise the job, can target directly the sector of work and therefore applications from within that industry.

 

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