Was tun Sie, wenn es Ihren Rekrutierungsbemühungen bei Stellenausschreibungen an Kreativität mangelt?

If my job ads seem boring, I stop and think about what makes our clients' company special. Then, I find nice ways to talk about it in the ads. I might use stories or new ideas I've seen elsewhere. I also ask people for their thoughts to make sure our ads are interesting :)

If your recruitment efforts lack creativity in job postings, you can improve by focusing on highlighting unique aspects of the job, using engaging language, incorporating multimedia elements like videos or infographics, showcasing company culture, offering attractive benefits, and leveraging social media platforms for wider reach.

My best advice is to reach out to a copywriter who can help you revise your advert template and create guidance. I did this at a previous organisation where we didn't have the budget to develop our EVP and brand. The copywriter charged the equivalent of 10 adverts to create an advert toolkit and template. We revamped the way we described ourselves, wrote about our opportunities, highlighted key benefits etc. We saw an 228% improvement on quality of applicants and was able to reach more than 50% representation of underrepresented groups (B.A.M.E. and females) in an organisation that was traditionally white males due to the type of org and industry. We used a conversational style and used 'you' and 'we' language.

Recruitment is all about story-telling. The best recruiters and the fastest-growing recruitment companies are great at this - it's no surprise! Creative content is really important, otherwise you blend into the world of "meh". My advice would be to initially read, research, and learn. Also, we have scaled our business by getting help! There are so many creative brains who can really support you with this!

1. Brainstorm innovative ways to make job postings more engaging and visually appealing. 2. Incorporate storytelling elements to convey the company culture and mission. 3. Use humor or creativity to stand out from typical job postings. 4. Include interactive elements, such as quizzes or challenges, to assess candidate fit. 5. Collaborate with marketing or creative teams for fresh ideas and perspectives.

I think its important to remember that the style of the advert needs to reflect the culture of the team you are recruiting for and be attractive to the target audience. All content you need for a creative advert can be drawn out in the briefing. If you aren't sure where to start you can look at adding a quote by the manager of why its good to work in that team, or something similar to help your advert stand out

Inject personality: Use engaging language and storytelling to make job postings more relatable and appealing to potential candidates. Highlight perks: Showcase unique benefits and opportunities offered by the company to attract attention and differentiate from competitors. Incorporate visuals: Include images or videos that reflect the company culture and work environment to give candidates a glimpse of what it's like to work there.

If your recruitment efforts lack creativity in job postings, try injecting some personality and excitement into your descriptions. Highlight unique aspects of the role, emphasize company culture, and use engaging language to capture candidates' attention. Consider incorporating multimedia elements like videos or infographics to make the postings more visually appealing. Additionally, think about what sets your company apart and showcase those aspects to attract top talent.

Visual representation of the job always ups the chances of the right talent applying to the job. Video Job Descriptions, Color and graphical design of what the job may actually be gives a better understanding to the candidates in just 1 sec and also helps them engage with the brand better.

A comunicação visual é uma grande estratégia! Utilize no anúncio imagens de pessoas reais, ser criativo fará toda a diferença nos anúncios.

In my capacity as an employer brand specialist, we're currently experimenting with video job ads. Instead of just reciting skills, we're highlighting the employee experience and how candidates can contribute to our goals. It's not just about showing off – it's about explaining why candidates would thrive here and what they'll gain from joining us.

- Offer flexible work arrangements or remote work options. - Provide opportunities for professional development and career growth. - Implement wellness programs or mental health support services. - Create a diverse and inclusive work environment. - Offer unique benefits such as pet-friendly offices or gym memberships. - Provide access to cutting-edge technology or innovative tools. - Foster a culture of creativity and innovation within the team. - Encourage collaboration and idea-sharing among employees.

If you can't afford to undertake an EVP exercise to map out the benefits that most resonates with your prospective candidates, regardless of whether they're internal or external (most people make the mistake of only focusing on what the external market might be interested in), then seek to conduct relatively inexpensive polls internally to understand which benefits at an organisation wide as well as per department/team was most of interest to them when they applied/accepted an offer. Perks can differ depending on the type of role/industry to a micro-level. That way you can tailor each advert accordingly.

Value proposition should be considered as a standard practice when writing job descriptions. In a competitive job market, this is how to attract strong talent towards your postings. Depending on the talent you are recruiting for, there will be certain motivators that apply to the whole group or most functions like growth, learning and development opportunities (this one is hot right now as more companies adopt AI), opportunity to work on high impact projects, global reach, etc. Good storytelling, and honesty, is key here.

Post interview surveys, or post hire surveys give you the ability to draw insights on your candidate engagement and application strategy, interview strategy, and so forth. It's important to continuously draw insights from this feedback to fine tune or refine your process. Share the feedback widely so changes can be adopted across the company.