The Guide to Writing Effective Job Adverts

A notepad, laptop and coffee representing writing effective job advertisements
Mark Stephens Feb 15, 2021 Candidate Quality

One of the most common challenges facing anyone recruiting staff is writing effective job adverts. Not the job specification, but the advert for the opportunity.

We recently reviewed more than 200 job adverts for a variety of mainstream and niche roles across various industry sectors, picking 3 leading job boards and selecting the top 5 results for 40 unique job titles.

We were looking for evidence that advertisers were applying the basic rules of successful advertising. We were not being subjective, just looking at structure, style, content, and keywords, and determining whether the copy could be considered an advertisement for the opportunity or if it was more a specification of what was required.

 

 

173 of the job adverts that we reviewed would have failed any basic assessment. It is evident that the majority of ‘recruiters’, whether ‘in-house’ or ‘agency’, do not understand how to maximise their response rates and attract the best applicants.

When you consider that over 90% of all job-related searches are performed by people who are already in employment, it is hard to understand why it appears so difficult for ‘recruiters’ to get their head around what they need to do to attract passive online job seekers.

Now that I have established the issue, I would like to run through a few of the more basic elements that anyone writing advertising copy can apply, improve their conversion rates from ‘view’ to ‘apply’.

 

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Mindset

Get out of the habit of trying to screen out all the unsuitable applicants with your advert and start thinking about your copy as an ‘advertisement’ for an opportunity that will attract the very best candidates currently working with your competition.

 

Avoid screening

It is very tempting to outline your requirements for the role when writing job adverts, but you need to remember that you are not writing job specifications. You are writing job adverts. Only desperate applicants will apply to that type of job advert.

The reason that recruiters try to screen applicants out is to avoid having to sift through dozens of unsuitable CVs / application forms. The problem with this strategy is that it tends to result in very uninspiring job advertisements that put off the very best candidates.

Remember, it’s a massive decision for most candidates who are currently in employment to even consider another job, so the content of your advert is actually very valuable real estate that needs to be utilised effectively to highlight every positive aspect you can think of about this opportunity.

 

Use the Essential and Desirable criteria section

This section of the job advert is where your qualifying criteria go, so use it properly.

Candidates are far more likely to refer to this if they like the sound of the opportunity you are advertising.

 

Sell The Opportunity

The biggest question being asked by the vast majority of applicants reading your advert is “What is in it for me?” Over 90% of people reading your advert already have a job, so one of the first sections of your copy should be dedicated to selling the opportunity. To think that people will apply for your job just because they can do it is naïve at best.

Most candidates will be motivated by the perception that your opportunity represents a positive change for them, and will need to justify the subsequent job application and interview logistics that lay head accordingly if they progress.

Consider what the opportunities are that you can highlight in your advert: To learn something new; to develop or improve their skills; to experience something different; to join a bigger, more highly skilled team; to join a smaller team where they can become a bigger fish; to progress their career; take on more responsibility or to earn more money. The list goes on.

Unless the applicant believes that your job can satisfy the ‘what’s in it for me’ question, they will not hit the ‘apply’ button.

 

Make the job sound ‘sexy’

An important section of writing job adverts is the job description and this where the temptation is to revert to spec. You really need to focus on what is interesting, challenging, and is likely to be seen as ‘sexy’ to your prospective applicant.

What the candidate will be doing at this point is weighing up and comparing their current role against what they could be doing with you. Consider what can make the job sound more interesting and appealing: Previous or current or future projects; technology and tools; clients; the people; the team; the culture or anything about the company that is worth shouting about.

If you get stuck, think about how you would try and sell the role to a friend in the pub.

 

Keyword optimisation

Choosing the right job title and keywords that you want to get found for is essential, especially for highly competitive jobs. The difference between getting your job onto the first page of results and the second can be as high as ten times the number of views.

 

Structure your job advertising copy

Placing information in the right order that is not only logical to read, but also helps to focus on generating the right sort of content.

Here is our recommended structure:

   •   Job Title

   •   A powerful Intro (The elevator pitch)

   •   The Opportunity

   •   The job description

   •   Essential and Desirable criteria

   •   The Company

Following a logical process not only makes writing job copy easier, but also helps avoid filling up your advert with content that has no value to either the applicant or in helping you, the recruiter.

 

There are many other advanced tactics to further refine your job adverts and improve application responses, but I hope this list will get you started on improving the quantity and quality of your application results.

 

Smart Recruit Online offers a low-cost multi-award winning online recruitment service with a 98% independent customer satisfaction rating and the highest direct-hire fill rate in the UK.

To book a demo with us and learn more about how our technology can transform your recruiting process, click here.


Mark Stephens

Mark has worked in and researched the HR & Recruitment landscape for over 10 years. He is a serial entrepreneur, previous winner of the prestigious Chambers - Innovation in Business award, and founder of Smart Recruit Online Ltd, CareersPage Ltd, The HR Resource Library and Corporate Wellness & Mental Health UK Ltd. Smart Recruit Online is the winner of 7 national and international awards for recruitment innovation.


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