How to Write a Job Ad?
PRESENT YOUR COMPANY AND THE CANDIDATE’S FUTURE IN IT
- Get rid of the boring corporate tone, drop the passive voice
- Use words that evoke feelings ￼￼and keep it short and friendly
- Make them aspire and then act on that desire
BE CLEAR ABOUT THE JOB TITLE AND WORK CHALLENGES
- What kind of work will the candidate be able to embark on? Is it a part or full time engagement – security on one hand and flexibility on the other? Lone ranger or teamwork that makes dreams work? Is there room to advance in this position? What day to day tasks come with the title?
- Are you the only ones in the region where candidates can develop a certain type of expertise? Do tell, people are eager to reach for the stars! If you offer a unique opportunity to work on super large scale projects or dig into very complex specialist niche products, make sure everybody knows about it. If your company’s work affects a particularly demanding audience and it makes a good addition to a reference list for aspiring talent, then call it so.
REQUIRED/DESIRED SKILLS AND EXPERIENCE
- What knowledge, skills or qualities are you looking for in your ideal candidate? Divide these between what is necessary and what is an advantage. If you are hoping to receive many CVs, you can afford to be a little less specific with your requirements, but if you just want a few applicants, you should be very clear with the strict requirements each candidate must fulfill. If professional mojo isn’t everything to you, then don’t hold back on those personal qualities that make a good fit with your company’s culture.
- Are you interested in canidate’s live projects, past works? Encourage them to send you links to portfolios and online repositories.
BRIEF DESCRIPTION OF THE COMPANY
- What is your company working on and what are you really good at? Give candidates a quick glimpse into your products, clients and unique challenges. If you’re a market leader in a vertical or striving to become one, don’t be shy, make yourselves shine a bit. Not everybody knows as much about your work and accomplishments as you do, so feel free to put some context around the company name.
- Make it visual, make it personal! A photo holds the power of one thousand words they say, so snap a quick one of the team the workplace, or the coffee machine. A simple video can also go a really long way. Use it to make yourselves a bit more accessible, answer one of the frequent questions candidates have and show them around a bit.
- What makes it so much more pleasurable to work at your company? Are you flexible with work hours or have an open vacation policy? Do you invest in team-building activities, are you proud of your office location/interior design/equipment, do your employees have their own parking space or gym membership, is there a dog in the office? How about professional growth and other benefits?
- How about those community contributions? Do you encourage team members to organize meetups, do you host open lectures where showcase your internal knowledge, are you sponsoring activities in your community, do you contribute to open source knowledge,…If your company culture is a lot about giving back, make sure you don’t forget to mention it.
LOCATION, REMOTE WORK AND RELOCATION
- Where does the work take place? Is it the headquarters or a subsidiary, are you located in an urban or rural environment?
- How does telecommuting function? Is it time-zone specific or can they work in their pajamas?
- Do you offer assistance with procedures and cover relocation costs? When addressing international talent, mentioning that they are welcome and assisted can make the world of difference.