A complete guide to free recruitment software
February 9, 2023
Be specific about the job role. While using slang like “marketing guru” or “sales ninja” might help adverts stand out from the crowd, they need to be balanced with a proper description of the role.
Waffle too much. Job adverts must be concise enough to encapsulate all relevant information about the job. While some minimalist adverts use humour rather than detail, this isn’t appropriate for all jobs.
Incorporate consistent company culture and values. This means describing the business neatly and succinctly, including its missions, goals, purpose, and main values. Company values and style guides can be stored in recruitment software, which provides teams with access to recruitment assets.
Use too much jargon. Jargon is sometimes unavoidable in sectors or roles which demand niche skills, like software development. But generally, jargon hinders rather than helps job adverts.
Focus on graphics. When graphics are required, they need to stand out. Dull or morose corporate branding probably won’t stand out from other brands’ at-times outlandish ads, which we’ll show shortly.
Appeal to just one gender. Harvard found that gendered wording in job ads can deter both women and men, but women are most likely to suffer. This is especially common in fields like engineering, construction, and manufacturing. Harvard found that “words such as competitive, dominant or leader are associated with male stereotypes, while words such as support, understand and interpersonal are associated with female stereotypes”. Be mindful of how ad copy affects demographic appeal.
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1. Recruiters should aim to understand the applicant persona, meaning they should have a clear understanding of the type of person they are looking to hire and the language that would resonate with them. By speaking the language of the applicant persona, recruiters can create a connection with potential candidates and make them feel seen and understood.
2. It's not necessary to be overly creative, but it is important to accurately capture the company's culture and personality and align it with the applicant's persona. This helps to create an authentic representation of the work environment and provides potential candidates with a clear idea of what they can expect if they were to join the company.
3. Lastly, when creating recruitment ads is to ensure that they accurately capture the applicant's persona. This means that the ad should speak directly to the type of person the recruiter is looking to hire and highlight the skills, experience, and personal qualities that are most important for the role. By doing so, recruiters can make their ad stand out from the sea of plain Jane job descriptions and draw in candidates who are genuinely interested in the position.