¿Cómo se puede desarrollar contenido optimizado para las ofertas de empleo?

Your research matters a lot when it comes to write quality content. The more information you will have the better you can write. There are thousands of sources you can gather ideas and make your research specific to the audience. You have Blogs YouTube Amazon Quora Reddit Google All you need to just be specific about your audience, what they’re looking for, what’s their challenges, what’s their desires. Think about them when you sit to write a copy for them. And that’s how you can make your writing more interesting and standout.

Job Markets can be tough for any up-and-coming HR recruiter. Today's day and age has decided to rely on algorithms for finding the right candidate. But here I differ. What would help is the HUMAN part of HR. Try talking to personnel in your company working at the post. You will get a high clarity on what you need in your job profile.

Writers suck not in writing, they sucks in identifying their audience. When you write a copy then you need to keep in my mind that you're not writing for yourself, you are writing for your readers. Make sure you are fulfilling these - - Their pain points - Their desired results - Their needs from the write up - They are convinced Copy writing is all about persuasion and if you can't help your audience then you are not going to get what it takes. Understand them from any perspective, research deeply, what they are looking for, what are their personalities. Analyze more, survey, interview and you're done.

One thing I have found helpful is interviewing others in the same or similar roles to better understand your audience. You might find that people in a particular role describe their job tasks differently than recruiters or use different vocabulary or some sort of other nuance. You can also gather additional feedback during actual interviews with candidates. What made them respond to the job listing?

Once you’ve established the appropriate job title, the required skills and nice to haves, the job roles and responsibilities, and the selling points (whether it’s the career path, the team, the benefits, or the company mission), you now have to be mindful on what words to use to attract the talents that you are really passionate about bringing into your team! You could either look up the synonyms for the power words that you’d like to use or maybe invest on Textio to assist you in choosing the power words to finalize your job posting. As a Certified Textio user, I have proven it to be a good tool.

If you are looking for ideal candidates that match the job role, understanding your audience is extremely important. This gives you an idea of the keywords they are searching for, market rates for hiring, work hours etc. While creating the copy for the job post, I have found it's best to be as honest and straightforward as possible. Create a list of the tasks the suitable candidate needs to perform, the working hours, flexibility, compensation, pay scale. Make the "Roles and Responsibilities" section clear and detailed. Here, instead of marketing jargon, use a human, relatable approach. Also, define in detail, the ideal skills required, qualifications, certifications etc, the mode and stages of the interview process etc.

Crafting compelling job postings involves a mix of storytelling and clarity. Start with a catchy headline, provide a snapshot of company culture, outline key responsibilities creatively, and end with a strong call to action. Optimize with relevant keywords for searchability, ensuring you attract the right talent while keeping the content engaging and informative.

Before crafting content, understand your audience's skills, qualifications, and motivations. Identify their pain points and goals. Employ tools like Google Analytics and keyword research to discern their online search habits. Customize your writing to align with their interests and queries.

The audience determines the tone and style of any copywriting content. The copy should be attention grabbing and informative to the target audience. This can only be achieved through meticulous research and proper editing.

Before start writing I research a lot about who is going to read this stuff so I have to write it for them if it is not tailored to the audience then it will be a waste of time

Here I stand to differ. The generic headline leads to a large number of candidates applying. For example: Sales Expert would invite sales professionals from all fields. But writing 'Gear Box Sales Expert' would only get the traction and interest of professionals of that particular field. It is a bit of a language and communication problem that not many people understand. Hope this helps!

Create an attention-grabbing headline for job postings on platforms like job boards, social media, and search engines. The goal is to capture potential candidates' interest, enticing them to click and delve deeper into the details.

Headline has to be attractive in order to hook your audience, if you are unable to grab attention of your reader at the start your copy will be miserable

The headline still stands as the life line of your Copy! It needs to be short, relatable and attention grabbing. It's advisable to not use an industrial jagon or grammar but rather specific words that attract the right audience! A compelling headline must be: ↳Relatable ↳Simple English ↳Attention grabbing ↳Not too long (necessary) ↳Speak directly to your audience And most importantly must not be a lie, just to grab attention, people will lose trust in you by doing so!

It's surprising how many job vacancy listings I come across that fail to mention the salary/salary range. To omit such a vital piece of information (most of us need to work to eat) indicates a total lack of consideration for applicants and reflects badly on the prospective employer.

Hmmm, I find 'vision' and 'mission' are recruiting buzzwords. Words that don't really have much meaning to applicants. I prefer the "show, not tell" approach. So instead of "Our mission is to be the most trusted provider of orthodontics"... Show them HOW you achieve that mission. "Our 160 5* Google reviews and 245 TrustPilot reviews prove we are a provider to be trusted. "

I would suggest any recruiter who is writing this down be a bit more human while writing this down. What I mean is that while writing this, do not take the path of directly ctrl+c and ctrl+v. This would make you sound generic and maybe incompetent. And you don't want any of the both.

Always show benefits in place of feature it will make you stand out from crowd because showing benefits will make your copy look more attractive to reader

Always use clear and concise language. Circling back to the ending of my contribution to subheading #2, language and communication kinks at your end have to be ironed out, before you write down the most important part of your job posting. The responsibilities have to be written in clear, concise, and specific terms.

Making the reader appreciate and be interested in the reader can be very challenging but needs alot of skill and understanding on the target audience. You want to give your reader a realistic picture of what it's being passed by without making them bored and exhausted

What most people overlook here, is that they don't make the effort to talk to an in-house professional. What happens is that they look up generic Job postings and list down requirements in their own job postings, which are not even applicable. There was this one job posting here on LinkedIn and in it they were asking for a supply chain manager with expertise in data automation. And both of these job profiles are separate. So please take the effort, otherwise, your job posting might end up as a meme fodder for someone else.

My top advice is to make it very clear what the role entails, maybe in the form of a "day in the life". Specifying that the role is "fast-paced" and "dynamic" and that you'll be spinning "many plates" is nice, but it doesn't help applicants understand what they're signing up for - and worse, the lack of specificity makes it seem less fast-paced and dynamic and more disorganised and chaotic. Spend some time crafting what an ideal day in the role would look like, and the goals and responsibilities for the first six months. Lastly, highlight which skills are essential, which are nice to have, and which will have an opportunity to be trained while in the role.

The CTA for a job post should focus on clarity rather than catchiness or creating a sense of urgency. How should the candidate reach out to you? Should they send an email with a cover letter? Or will their resume suffice? Do you want to see portfolios or work samples of the applicants? Personally, I've found, asking for cover letters and a portfolio or work samples helps you screen out the cream from the hundreds of applications and saves your time as well as the candidate's time during the interview process.

Without a CTA, your writing doesn't mean anything and it'll fall on deaf ears. Encouraging your audience to send their resume or give you a call will be a good idea.

We’re all tired of boilerplate copy+paste job postings. Here’s my two cents: - Tell A Story. Have a vacancy at your bakery? Reel me in by using powerful, sensory words. Describe my day in that role. Invoke images. Try and play with all my senses. - Show me my future team. By implementing an effective Employee Advocacy Programme, I can get to know my future team mates and responsibilities. - We all want two things: Stability and adventure. Use this in your copy. What unusual perks will I have? What language can you choose (ie. Eye-level communication, authenticity, warmth, humour) to make you the Number 1 in terms of dream jobs?

Let me add this here! When writing copies for job postings, ensure you show your audience that you care about them and their lives matters too... Not everything on that copy should be about what I'm bringing to the company, show me what the company has for me, what I stand to benefit apart from the Normal pay! It can be free time, off days, and many more!

Yup agree with Kate. Don't do any of that generic stuff. Finding a job is a numbers game on both sides. Hirers have to trawl through hundreds if not thousands of applications. Job seekers have to apply to hundreds of positions to beat the odds of getting noticed. So make your ad something people actually want to read. Make it personal so you can find like minded people who understand your company's unique standpoint. And your weirdness. Make it sound like the best place to work at, with amazing people who care a lot. Make candidates think. Make them laugh. Make them feel that if they don't make an effort, and just hit the 'quick apply' button they're making a big mistake.

Like the question says - Optimized. You have to know your target audience, and understand them, if you have worked with one or two, that could even help. Write what resonates with them, and in your job posting, you must have a unique selling point, that's what differentiates you. The unique selling points become effective when it's something your target audience loves and resonates with. It's simply, to know your target audience, have your unique selling point, and write what resonates with them. You don't have to do templates all the time.

In my experience: - Company culture and values is really important to get across in our job ads and recruitment channels. - - Making the candidate feel valued and important and like they will make a difference at the company and in their role. - And a quick and seamless hiring process also helps.