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Would programmatic job distribution be right for your organisation? This solution sees your opportunities get served across hundreds of different job boards on a pay-per-application basis. So how do you know if it’ll be right for you? Highly appropriate if… ✅ You’re a large-scale employer that benefits from being able to quickly scale hiring up and down at short notice ✅ You’re a data-led business that values performance insights ✅ Your talent attraction team have experience in bringing technical analytic implementations to your job ecosystem ✅ You’re ready to maximise time and budget and get 30% more hires out of the same investment Not appropriate if… ❌ You’d prefer to stick with traditional job board packages (despite higher cost) ❌ Your team love tedious, repetitive tasks like manually posting jobs instead of high-value activities like building relationships with candidates ❌ You’d prefer to do your own optimisations and not be informed by live data from millions of job ad clicks and applications. Don’t hesitate to reach out for advice on whether getting set up for programmatic job descriptions is the right step for your talent attraction team. #TalentAttraction #RecruitmentStrategy #Recruitment #ProgrammaticAdvertising #Programmatic #JobBoards #RecruitTech #RecruitmentTechnology

Struggling to attract the right candidates with your job ads?  Avoid these 5 common mistakes in your job ads and attract the best candidates with ease -      - Unclear job descriptions  - No flexibility or remote work options  - Misleading job titles  - Outdated information  - No relevant market data     Create job ads that attract the best candidates with HireME's Job Description Generator - try it for free !   Visit - https://lnkd.in/dDsXxJeZ #HireME #ATS #Recruitmentsoftware #Recruitment #talentacquisition #jobdescription #Jobads #hiringmanagers 

With The Applicant Manager (TAM), you can create irresistible job postings to attract top talent in your industry: —Tell your story and capture your brand using your company fonts, colors, photos, and videos. —Mobile responsive postings with easy mobile apply for the highest conversions —Automatic reposts of selected positions Request a demo today to see what TAM can do for your organization! https://ow.ly/YeHe50Rw8sG #HR #HumanResources #Hiring #ApplicantTracking #ATS #TalentAcquisition

Struggling to fill roles with traditional job boards? You're not alone. Many recruiters are seeing dwindling application numbers. Programmatic advertising can be the game-changer you need. Imagine posting your jobs on the best-performing channels automatically and only paying for what works. Ready to say goodbye to wasted ad spend and hello to more qualified candidates? Let's chat! #constructionrecruitment #programmaticadvertising #recruitment #jobboards #recruitmenttech

I’ve been working with a couple of great founders recently who have amazing products, and exciting, compelling missions. Both great people who are really inspiring to speak to.  Before I kicked off their Executive search projects, I  asked them to draft a job description. What I received back couldn’t have been further removed from my initial impressions of them. Dry, dull, and boring are just a few adjectives that spring to mind. (I fed this back directly to them, so not talking behind their backs!) Essentially, they provided a long-winded, overly technical description of the company, and a generic list of responsibilities and skills.    The thing is they were the kind of job descriptions I see posted all over LinkedIn on the daily, which masquerade as job adverts! Luckily,  I get to consult with founders and HR leaders before they post these monstrosities all over the internet! It amazes me, as companies wouldn’t dream of posting customer focused content like this, yet often don’t think twice about it when attracting talent. I’m working with my clients on ripping up job descriptions, and instead creating ‘Mission Launch’ documents and decks that focus on: ☑ Clearly defining the mission of the function the new hire will be leading ☑ Detailing how it ties into the broader mission and vision of the business ☑ Defining the most important objectives they’ll be expected to achieve in the first (typically) one year.  ☑ When it comes to skills - they’re only allowed on the document, if it can be articulated how they will be used ‘on the job’.  Once these documents are created, then job adverts can be produced, as a consolidated version - not a copy and paste of the whole thing.  Sometimes though - having a quick look at the job descriptions you have, and making a few tweaks is enough to start seeing a big difference, and to stand out amongst the masses!

Our brand-new website is live and ready to revolutionize the way you post job ads! Our new platform simplifies temp staff booking and job ad creation, streamlines hiring processes, connects with qualified candidates efficiently, and offers advanced search filters for tailored talent search. It’s quick, easy and affordable compared to the big corporations – with no hidden costs and all inclusive listings. Ready to experience the future of job posting? Visit our new website today and see how our auto-populating job ad feature can transform your hiring process. This game-changer allows you to create and post job ads in seconds by automatically filling in relevant details, saving you time and ensuring consistency across your listings. #hiringsolutions #recruitment

Attention to Detail When you are hiring for a new role, this is a key aspect - on both sides of the fence. Candidates applications can often be validated on this but often the job advert is given lower consideration. Time for this to change. For most companies, posting a job advert is threefold. 1. Job Description is received from the hiring manager, usually in Word format. ➡️ Make sure this is aligned to the new role to be hired. Often a manager will retrieve the JD used to hire the previous incumbent, but surely the role has evolved since - thus should be updated. 2. Job Description is copied into the job requisition in the ATS. ➡️ Should be a pretty simple task, but this is where things can get sticky. Different ATS’s have varying acceptance of copy paste. And depending on the version of Word used, this can create additional formatting issues. Maybe you need your remove bullet points in your Word dictionary before copying to get best results. 3. ATS syncs with LinkedIn to create a Job Posting. ➡️ Again, should be straightforward, but if your formating is awry from your Word document copy paste to the ATS, the issues get pushed downstream. Now your poor formatting is made public to over a Billion people (ish). Your job advert puts your brand out to the world. So its worth spending that little bit of extra time and validation at this stage to ensure this portrays what you want it to. Your candidates will thank you for it. #recruitmentoperations #uaejobs #talentacquisition #jobadvert #disruptHR

📣 IT & Tech Recruiters… SPOT THE DIFFERENCE! 🔍 We all know that a well-written job advert can make or break the number (and quality) of applications you receive. Whether you're posting for yourself or your clients, creating a compelling job description is key to attracting top talent. Here's what separates a GREAT advert from a mediocre one: 💰 Share the Salary – Candidates expect transparency, and including salary details can increase applications by up to 30%! It helps set expectations from the start and shows you're upfront about what’s on offer. 💡 Be Informative, but Not Overwhelming – Highlight the key responsibilities, required skills, and most importantly, what’s in it for them! No one wants to read walls of text or sift through jargon. Keep it concise yet detailed enough to be clear. 🤔 Avoid Being Too Vague – Vague job ads with no specific details won’t attract top candidates. Simply stating “must know PHP” or “you’ll work on projects” leaves too much to the imagination. Candidates need to know exactly what they'll be doing and what’s expected of them. 📝 Good Layout is Everything – Structured, easy-to-read job ads win the race. Use bullet points, headers, and clear sections to make sure candidates can quickly skim and understand what's required. 🥳 Talk About Perks & Benefits – Mention flexible working arrangements, progression opportunities, company culture, and any perks (like remote work, wellness programs, or development opportunities). This is where you can really sell the company! 🤝 Diversity and Inclusion Matter – Make sure to highlight if your company or client actively supports diversity and inclusion in the workplace. It’s a huge draw for today’s job seekers. ❌ Avoid Jargon and Overly Wordy Descriptions – Candidates want clarity, not job titles like “rockstar developer” or buzzwords like “cutting-edge technology.” Keep it professional and specific. 🎯 Want more high-quality applications? Make your jobs as engaging as the roles themselves! The right structure, transparency, and attention to detail will lead to more applicants—and better hires. #TechRecruitment #JobPostingTips #HiringSuccess #ITJobs #RecruiterTips #Diversityandinclusion #Recruitment #SoftwareJobs

Recruiters, we know that standing out in a sea of job postings is tough. In today's competitive market, grabbing top talent's attention is a must! Here are some quick tips to create eye-catching job posts: 1️⃣ Catchy Title: The job title is your first impression. Make it attention-grabbing and specific to entice potential candidates. 2️⃣ Show Culture: Job seekers want more than just a position - they want a workplace they vibe with. Share a glimpse of your company culture to attract the right fit. 3️⃣ Be Clear: Keep it simple. A straightforward, easy-to-read post ensures that candidates quickly understand the role and requirements. TalentLyft's job description templates help you do it in just a couple of clicks. 4️⃣ Add Pics: A picture says a lot. Include visuals of your office, team, or events to give candidates a feel for your work environment. 5️⃣ Highlight Perks: Don't be shy about the good stuff! Clearly mention perks and benefits to make your job post stand out and attract top talent. 6️⃣ Optimize for Maximum Visibility: Getting your job postings in front of the right candidates is key to success. TalentLyft analyzes job market trends and other data points to assist you in sharing your ads on the right job boards, improving your chances of attracting top talent. 7️⃣ Track and Analyze Performance: Finally, it's essential to track the performance of your job postings to understand what's working and what's not. With TalentLyft's analytics module, you can easily track metrics such as views, applications, and conversions. Use this data to refine your posting strategy and continuously improve your results. Feel free to reach out if you have questions or need assistance. Let's work together to make your hiring journey super easy! 😊 #Recruitment #JobPostings #TalentAcquisition #Humanresources #customersuccess

Most job adverts are rubbish. Buzzwords, endless lists of “must-haves,” and a vague promise of “competitive salary.” No wonder talented people scroll past them! If you really want to attract top talent, you need to rethink how you write job ads. Here are a few tips to make yours stand out: 1️⃣ Speak like a human, not a corporate robot Your ad shouldn’t sound like it was written by a committee. Talk directly to candidates like you would in a conversation. Drop the jargon and be clear about what you're offering. 2️⃣ Focus on what THEY get Instead of only listing what you want from the candidate, highlight what they will gain from the role—growth opportunities, flexibility, meaningful work. Remember, it’s a two-way street. 3️⃣ Showcase your culture What’s it really like to work at your company? Share stories, values, or a day-in-the-life snapshot. The best candidates are looking for more than a salary—they want to know where they’ll fit in. 4️⃣ Keep it concise but compelling Long, exhaustive lists of requirements can be overwhelming and discourage great people from applying. Focus on the core skills and experience, but leave room for flexibility. 5️⃣ Be inclusive Avoid overly specific criteria that may put people off unnecessarily. Encourage candidates from diverse backgrounds and skill sets to apply. The best talent might not fit the “traditional” mould! 6️⃣ Sell the journey, not just the job Think about how this role contributes to the bigger picture—both for the company and for the person applying. Everyone wants to feel like they’re part of something bigger. A great job ad doesn’t just describe a position—it inspires the right person to imagine themselves thriving in it. #SocioTalent #YourTalentPartner #Hiring #JobAdverts #TalentAcquisition #Recruitment #EmployerBranding