HR managers often spend hours creating high-volume recruitment strategies for their company. But they forget to pay attention to a very basic recruitment factor – job ad or job description. 

Job ads are the main element of a recruitment process. Whether you are using social media, free job posting sites, paid job ads, or traditional newspaper ads to recruit talented people in your workplace, a job ad plays a very vital role in it. 

In fact, job seekers spend around 11 hours a week searching through different job opportunities. Today, job seekers want to know everything about the company, the job role, and the company culture before applying for a job. Thus, it is essential to create a well-informative and engaging job ad so that the right candidates can apply for the job position. 

This post will help you understand how to create a job ad based on the important factors that applicants consider before applying for a job. Let’s design a talent-driven job ad. 

5 Factors To Consider While Creating Job Ads

Most HR teams are engrossed in formulating interview processes using skill assessment tools, psychometric tests, and other strategies. But they forget to focus on drafting well-structured job ads, which is the first step to drive the right talent to your organization. 

Therefore, today we would like to suggest a few factors that HR teams should consider before posting a job ad on LinkedIn, Facebook, or other traditional advertising channels. 

  • Talk About Company Culture

For many job seekers, it is important to find an organization with a good culture so they can fully enjoy their job. Therefore, candidates want to see things like the workplace environment, amenities, and other social factors before applying for the job. 

As per the latest company culture stats, 81% of workers feel that corporate culture is somewhat or very important in deciding whether to apply for a job.

Especially if you are targeting the millennial generation via your job post, you have to emphasize organizational culture and social values to attract young talent. Today, millennials want to work in reputed and social-driven companies. They want to know what’s organization’s stand on gender equality, pay structure, new job opportunities, etc.  

Here are a few points that you can mention in your job ad to define your company culture:

  • Discuss the recognition and reward system followed in your organization 
  • Show the extra job perks that you offer to your employees 
  • Mention social activities and charitable services supported by your organization 
  • Write down all the job scaling and learning opportunities that you allow your employees to participate in, etc. 
  • Future Career Opportunities

No one wants his/her career to stand still. People want to constantly grow and explore new opportunities in their careers. 

Therefore, ensure to draft your job ad in a way that it can highlight all the possible job opportunities for your employees. 

By career opportunities, it doesn’t mean you have to frequently promote your employees or offer them pay raises. Career opportunities can be offered in numerous ways to employees, such as:

  • Learning opportunities: Companies can provide sufficient time and resources to their employees for learning new skills that can help them to grab better job opportunities in the future. 
  • Exploring opportunities: Employees should be allowed to freely express their ideas to senior management and try innovative ways to perform a task. 
  • Transparent Salary Structure

One of the biggest mistakes that you can make while creating a job ad is not mentioning the salary package. Salary is the main thing that job applicants see in the job description, so mention it in clear and bold letters. 

Besides the offered salary amount, you should also mention if there’s a future possibility for a pay raise and how employees can get it. Try to be transparent about your company’s salary structure in the ad. 

Additionally, jot down all other job benefits besides the basic salary in the job description—for example, regular staff BBQ, laid back work environment, travel allowance, etc. 

Nowadays, additional job perks are equally important to attract employees as the main safety. So, be vocal about the extra job benefits as much as possible. 

  • Explain Job Responsibilities

Job candidates want to come fully prepared and aware of the job responsibilities and their role in the organization. To be honest, not everyone likes surprises. 

So, you should be realistic about what you want the suitable job applicants to do for you daily. This will also help you weed out job seekers who can’t perform the responsibilities expected by you. 

In the job responsibilities section, you should mention the following things:

  • How many hours a person has to work daily?
  • How many paid leaves are allowed?
  • What is the academic degree required to apply for the job?
  • Is there any danger involved while performing the job? Etc. 
  • Exact Job Location 

Is the job work from home? Do employees have the option to work from home and the office? Does your company provide transportation facilities to the staff?

All these location-related questions help job seekers decide whether they should apply for the job or not. Especially in the big metro cities, nobody wants to travel too far daily. People prefer job locations that are closer to their homes.

Thus, you should write down the exact job location in the job description so applicants can decide whether your job is suitable for them or not. Further, if you have a hybrid workplace that allows employees to partially work from home and office, mention all the information related to it as well. 

A Perfect Job Ad!

The job ad is the first step in the recruitment process; thus, make sure to create a proper ad to attract competent professionals. A perfect job is clear, brief, and written from the candidates’ point of view.

In short, a job description should talk about company culture, job responsibilities, perks, and career opportunities. Your job description should be presented in a way that it can attract the right talent. 

So, HR managers, that’s it in the post for now! But if you have any specific strategies to create a job description, jot them down in the comments.