Best Job Ad Examples for Shortening your recruitment process
Recruitment Advertising doesn’t have to be complicated. There are however some things that you might want to keep in mind while creating your ads so that you attract the right professionals to your position. Here are the best job ad examples and Sample Job posting Ads to help you greatly shorten your recruitment process.
Best Job Ad Examples
1. Your Headline Sells it
It probably comes as no surprise that before you do anything else you must make sure that your Headline gets their attention first. In order to create an effective headline for your recruitment ad. Spend a few minutes identifying the most appealing things most appealing things about the position and consider including the most eye-catching in your headline.
2. Clear Contact Directions
The second most important thing for every recruitment ad is making sure that there is clear and detailed information about how and when applicants need to apply by and where should resumes be sent to. Double check contact information as well and consider creating an email address or forwarding option so that you can route applications to the appropriate people easily or into one specific mailbox to create a smoother process all around.
3. Just keep it simple.
“I tell my clients not to overdo it on the information. Give the details of the job and its requirements as well as the key information.”
4. Inviting Office Environment
“It’s always important to give your candidate some kind of idea about the work-life balance or the environment mentality of where they would be working. This helps them picture what it would be like to work there
5. How do you stand out
“ It’s also crucial to let would-be applicants know something that makes your company stand out, maybe your company offers unique incentives, room for growth within the company or the most advanced equipment and training.”
1. First Impressions count
Sure the job sounds great on paper, you are sure you will get a ton of applicants. That’s great right? Not exactly, forgetting to include info about personality requirements that might be necessary for the job could mean a lot more time spent sifting through applications or through interviews with people who are nowhere near what you are looking for.”
2. Too much of a good thing
This ad did get one big thing right which is “Don’t overindulge, sure you could include every single little thing about the job but most likely it will just distract your audience. Too much information can actually be a bad thing especially when it comes to salary. You want to make sure you leave room for the candidate to come up with questions.”
Kimberly Ridgeway is a Senior Media Sales Associate for MCA-RussellJohns. She has been working with recruitment advertisers for more than five years on such titles as USA Today, ADA, and STFM. Kim’s Expertise is in reaching physicians, faculty and upper-level medical staff for recruitment advertising in medical publications and online Career Center. Ridgeway also works with the ADA Journal and ADA News reaching dentists for recruitment advertising in our dental publication.
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