After 14 years of writing job advertisements, we can say we’ve seen some pretty big changes in the way things should be done. Heck, some of the platforms we’re using today weren’t around that long ago!.
But as technology has changed, so has the job market.
To keep you in the loop, our Associate Director Heidi spoke about what you should and shouldn’t include in your job advertisements in 2021.
Make it succinct
Think about what you do on a daily basis. How long would that list be?
Job descriptions don’t need to include every single element of day to day tasks an employee is likely to complete. There is of course a fine line between putting too much vs. too little; you don’t want applicants to think you’re hiding something! But keeping it to the top line responsibilities is probably your best course of action.
Not another segment on flexible working!? We’re sorry it just has to be said.
It’s without a doubt the pandemic has shifted employee expectations around the benefits package. Though salary is still important, it’s now coming in second to alternative benefits such as flexible working, enhanced holiday entitlements and dedicated training.
This is true at all stages of the process. We’re seeing companies who don’t offer flexible working struggling to find the right people as some sacrifice higher salaries and bonuses to gain a true work/life balance. And because the market is so candidate driven currently, those receiving multiple job offers are likely to weigh up their options before accepting.
So what does this mean for you?
Decide whether you’re offering flexible working or not and be honest in the job description. It saves everyone time!
Culture is a big talking point. If you love a team activity and have a fantastic working environment, make sure to include it.
Everyone wants to be the best version of themselves, so if you’re offering training then be proud and communicate it.
Salary not competing with the industry average? Let applicants know if there’s scope for bonuses and enhancements in the future. *Hint - If you need help finding your average, you can download our salary survey.
Reputation carries more weight than money. And it’s true.
Okay, granted employer branding isn’t about the job spec, but it is company advertising.
Did you know that 69% of active job seekers are likely to apply for a job if that company effectively manages their employer brand. We can tell you now, those who have a bad reputation struggle to hire, so what can be done about your employer brand?
Use your culture to your advantage by telling the world about promotions, high performers, company days out or even providing a sneak peak at what it’s like to work in your business. Your employees are your brand ambassadors and they’re key in attracting talent, especially in a candidate driven market where salaries won’t always be the determining factor.
But what happens if previous employees aren’t your biggest fan? It happens. Sometimes a poor Google or Glassdoor review will be posted which makes people question whether they should apply for a job. In which instance you should always find a way to positively respond, and identify ways you could make changes internally to fix issues.
A lot goes into writing a good job advertisement, so if you feel you need some extra guidance, our team are always on hand.