4 steps to creating job ads that LAND and attract your ideal candidates

Crafting job ads that land is more than just listing responsibilities and requirements.

It’s about crafting your job ad specifically to the values and motivators of the applicants within your industry. Workers in different industries value different things and will be more inclined to reply to job ads that reference exactly what they’re looking for.

Here are four essential steps to help you create job descriptions that resonate with your ideal candidates!

Step 1. Firstly, understand your audience using our Recruitment Insights Report

Before you start writing, take the time to understand who your ideal candidate is.

Not only are we talking about what skills, experience, and qualities are essential, but what motivates them both personally and professionally and what they value in a workplace.

This understanding will guide the tone, language, and content of your job description.

Discover insights into your ideal candidates with our latest research. Explore priorities across different generations, understand industry-specific preferences, and learn how to align your offerings with their expectations.

Download your free copy of our 2024 Feel Good Recruitment Insights Report here.

Here’s how your job ad could look to candidates

Step 2. Reel them in with a catchy title and summary.

The structure of your job description plays a crucial role in capturing attention.

Start with a clear and engaging job title that accurately reflects the role, don’t be afraid to get creative.

For example, we know our Teachers across the board are looking for the ability to switch off after work, so your selling title could be “Math’s Teachers – Find work-life balance at its best.

Include the top drivers of attraction in your job ad summary, and key selling points to motivate candidates to apply.

Step 3. Communicate essential vs desired skills and qualifications

Be specific about the skills and qualifications required for the role. Ensure you clearly communicate the essential competencies but also consider what might be trainable or developed on the job.

When you switch terms like ‘essential’ to ‘desired’, this invites a lot more strong candidates to apply. They may not necessarily have all of the skills right now but can be trained quite quickly.

Avoid using jargon or overly technical language that could deter potentially qualified candidates who may not be familiar with industry-specific terms.

Step 4. Show some personality and bring your culture to life

People are looking for people. They aren’t looking for just a job.

Hiring for culture fit (as well as experience) is key to finding a loyal, long-term employee.

We highly suggest describing your company culture, mission, and values in the job description. Highlight unique aspects of your workplace, such as team dynamics, employee benefits, and opportunities for community involvement.

But even better (if possible) include videos or links to your company’s social media pages that will help really give life to your company culture.

Use this information to create job ads that LAND!

Now that you know our secrets to finding the best candidates, you’ll see a steady stream of ideal candidates coming your way.

As specialists in crafting effective job ads, our recruitment experts are here to help ease the burden.

Reach out to your local recruiter today to see how we can assist you in attracting top talent!