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
Jack Sykes’ Post
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Connecting Regulatory, Quality & Engineering in MedTech | 21-Day Placement Guarantee | Award-Winning Recruiter, Founder & DJ/Producer
“I’m not receiving any applications”… Relying solely on job adverts without direct outreach means you can only access up to 30% of the market. Almost 70% of candidates are NOT applying to job adverts without salary information - It’s also damaging your employer brand. Location, flexibility and benefits must be clearly visible - they're deal-breakers for modern candidates. Your job titles need to match candidate search terms - or they'll never find you. Ad spend directly impacts visibility - the biggest spenders sit at the top of search results. If your posting isn't performing after 4-6 weeks, consider a fresh start or professional help. #Recruitment #HiringTips #TalentAcquisition #HR
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😡 There are a number of frustrations for job seekers at the moment but let's chat salaries on job adverts.. I appreciate not all companies can post salaries on job adverts due to sensitivities internally, but at least get the title in line with the market for that position. 👀 I got wind of a company recruiting a Head of Internal Comms at £60k (salary not posted on advert). Now, the company is not only wasting their own time with CVs that would be way over budget, but they're wasting the time of many genuine Head of Internal Comms pro's time who would be near on double. My advice to companies? Chat to a recruiter and get their opinion on how the role should be positioned to have a better chance of attracting the right talent for your budget. We are always happy to provide advice and thoughts on the market. While we'd love to work on your job, there's a bigger issue at play here and it needs to be considered when hiring. To the Candidates - if I had a crystal ball, I would tell you exactly what these roles are paying before you apply... but I broke it. Anyhow, keep positive and keep trying, you will get there! #Communications #salaries #Jobads
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Stop missing out on top talent! Elevate your job adverts with these pro tips... . . . Before you hit that 'post' button on your job advert, make sure you've ticked all the right boxes. Here's the lowdown: 🚀 Catchy, Clear Titles: Your job title is the first thing candidates see. Opt for simplicity over creativity to ensure your role is easily found. Think 'Receptionist' instead of 'First Impressions Lead'. 🚀 Concise Adverts: In today's fast-paced world, attention spans are short. Keep your job responsibilities concise, focusing on key tasks to maintain candidate interest. 🚀 Show a Salary: Based on our stats, adverts showing a salary got 61% more applications than those with a “competitive salary”! It's essential to be transparent about salary and other benefits to enable candidates to make informed decisions. A well-compensated job is more likely to attract talent. 🚀 Effective Advertising Channels: Candidates can only apply to your job advert if they see it! So, cast a wide net by advertising across multiple platforms. At Get Staffed, we leverage our network to amplify your reach across 10+ leading platforms, ensuring maximum visibility. 🚀 Career Growth: Top talent seeks opportunities for advancement. Showcase potential career growth and development paths in your advert to attract ambitious candidates looking to climb the ladder. 🚀 Simple Application Process: A complicated application process can deter even the most enthusiastic candidates. Streamline the process to make it quick and easy, ensuring a seamless experience for applicants. Follow us for more expert tips to enhance your recruitment efforts! Need assistance with your hiring process? Get in touch today and let us help you Get Staffed. 😄 #jobadvert #hiring #salary #career #growth #tips
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🔄 Ever noticed how some job adverts seem to be on a never-ending loop, reposted time and again on LinkedIn? It’s a curious phenomenon that raises the question: Why does this happen? 🤔 Through observing trends and chatting with peers, a few common reasons emerge: - Surprisingly few applications - Sometimes, roles get reposted because there simply aren’t enough applicants. But often, for roles with 100+ applications, there’s clearly more to the story. 🧐 - Mismatch between the advert and the hiring manager’s expectations - It seems there can be a disconnect in what’s advertised vs. what’s actually needed, leading to a cycle of mismatched applications. 🎯 - The quest for the 100% perfect candidate - The pursuit of a candidate who ticks every single box might be ambitious. Spoiler: the mythical 100% match is incredibly rare. 🦄 - Expectation vs. reality in salary offerings - A gap between the role's demands and the salary can also lead to prolonged searches. Companies looking for rockstars 🌟 on a garage band budget 💸 might need to recalibrate. The path forward? It’s all about clarity and realism from employers. Posting clear job descriptions, transparent salary ranges, and embracing the strengths of candidates who might not meet every single criterion but bring immense value nonetheless could be the game-changer. ✅
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Senior Business Manager at TPP Recruitment | Specialist in Office & Specialist Support Temp & Contract Recruitment | Passionate about the NFP Sector and Ethical Hiring | Avid Hiker
Are your adverts attracting the right candidates? There are 4 mistakes you might be making, but don't worry, they can be easily fixed! We share 4 mistakes you're making when advertising a job vacancy in this blog: https://lnkd.in/eMbWFwGA #Recruitment #Hiring #RecruitmentAvice
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Are your adverts attracting the right candidates? There are 4 mistakes you might be making, but don't worry, they can be easily fixed! We share 4 mistakes you're making when advertising a job vacancy in this blog: https://lnkd.in/eExTsk-t #Recruitment #Hiring #RecruitmentAvice
4 mistakes you’re making when advertising a job vacancy
tpp.co.uk
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Chief Operating Officer at TPP Recruitment - We support people with their careers and help organisations achieve their purpose. A specialist recruitment partner for the non-profit and public sector.
Are your adverts attracting the right candidates? There are 4 mistakes you might be making, but don't worry, they can be easily fixed! This blog highlights 4 mistakes you may be making when advertising a job vacancy in: https://lnkd.in/eCyyjKfZ #Recruitment #Hiring #RecruitmentAvice
4 mistakes you’re making when advertising a job vacancy
tpp.co.uk
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Are your adverts attracting the right candidates? There are 4 mistakes you might be making, but don't worry, they can be easily fixed! We share 4 mistakes you're making when advertising a job vacancy in this blog: https://lnkd.in/eaEG2-yW #Recruitment #Hiring #RecruitmentAvice
4 mistakes you’re making when advertising a job vacancy
tpp.co.uk
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Are your adverts attracting the right candidates? There are 4 mistakes you might be making, but don't worry, they can be easily fixed! We share 4 mistakes you're making when advertising a job vacancy in this blog: https://lnkd.in/etc7nZ7D #Recruitment #Hiring #RecruitmentAvice
4 mistakes you’re making when advertising a job vacancy
tpp.co.uk
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Is your job posting strategy missing the mark? The problem may be in the bait. Discover how creating more effective job ads can help you reel in top talent! https://lnkd.in/ek78KBsq #hiringtips #hiringadvice #hiringhelp #hr #recruiting #recruitment #recruiters #recruitingtips #hrtips
Best Practices for Writing Clear and Compelling Job Postings
https://www.4cornerresources.com
Senior Recruiter - Tech @ Booking.com
2moGreat one, Jack Sykes! I would also add - "Be specific". Is it a recruiter role? - What are the main teams you'll be recruiting for? Is it a developer role? - what products/features are you going to build?