Writing a standout job ad is the most important way of attracting the right candidate for your position. Here’s a few top tips for making your ad a success.
1. Offer a competitive salary
The salary needs to be competitive for the job title, geography and seniority. Jobs with salaries that are lower than the going rate often receive fewer applications and you may struggle to attract the right calibre of candidate.
Publishing your salary allows you to gain the trust of your candidates and get twice the amount of successful applications. CharityJob no longer accepts job ads without salaries out of respect for candidates.
2. Keep it short and sweet
Keep your job ad concise and easy to digest. Candidates will be reading many ads so you want to catch their attention and convey the most important details. Job ads that lead with the job title and a blurb about the role tend to perform better. The most effective ads are around 500 words long–candidates are 15% more likely to apply if the ad is 500 words or less.
3. Location, location, location
Remember to include the location in your job ad. Many jobseekers search for roles by postcode or city, which means that being more accurate with your location will make your job ad more likely to get noticed. Only select ‘remote’ if your role is permanently remote.
4. Choose clear job titles and keywords
Ever been tempted to apply for a job as a ‘Fundraising Ninja’? If the answer is no, that’s probably because the title raises more questions than it should. Make your job title and job ad description as simple and relevant as possible. Don’t include location, hours or any other extra information in the title – leave that for the body of the advert.
Before choosing the right job title and keywords, it’s worth researching the words and phrases that potential candidates will use when searching for vacancies. Include these in the body of the advert.
Example: If you’re recruiting for a Group Marketing Manager, you might use the keywords: ‘email marketing,’ ‘content marketing’, ‘marketing campaigns’, ‘digital marketing’ and ‘team leader’.
5. Avoid bias
Bias in your recruitment process may be stopping you from tapping into a diverse talent pool and prevent you from appointing the best talent. Gendered language in job ads can put men or women off from applying, while the images you use may imply to older candidates, or those from certain ethnicities, that they are not welcome. Our Diversity in Hiring Guide contains valuable insights on how to write unbiased job ads.
6. Highlight your Unique Selling Points
Everyone is looking for ‘hard-working,’ ‘highly motivated’ candidates who are also ‘self-starters.’ Candidates often skim over these words to get to the crux of the role. Focus on your USPs instead. Is there something that your charity is particularly proud of? Is this role new, unusual, or part of a dedicated team? A unique value proposition will help to catch the candidate’s eye.
7. Select the most suitable application method
Looking for lots of applications? Opt for a CV and cover letter submission.
Want to screen candidates from the outset and only encourage the most committed to apply? Opt for an application form. But be aware that application forms result in over 50% fewer applicants.
8. Choose the right package for you
Hiring for a role that’s competitive or in high demand? Choose our Enhanced package, which delivers on average 251% more Apply clicks and 6 times more views compared to our Basic product.
Hiring for a unique role that’s difficult to fill? Choose our Premium package, which allows you to target the best candidates with our CV Match and Premium email alert services.
If you have any other questions about the recruitment process, feel free to get in touch with one of our Account Managers today.