When your business has a new job opportunity, it's important to get the word out. This ensures the opening will reach the right candidates, and therefore, streamline your application process. But, it all comes down to how you write your job advertisements.
A great job advertisement is essential in attracting qualified applicants. If your job advert fails to use inclusive language, or note the relevant skills you require, you may struggle to find a successful candidate.
In this guide, we'll discuss job advertisements, their importance within an applicant's job search, and how to write a good job advertisement.
What is a job advertisement?
A job advertisement is something businesses use to promote job openings so they can attract qualified candidates.
A great job advertisement gives applicants an idea of what the role will require, as well as an insight into the employer brand as a whole.
What is the importance of job advertisements?
Job advertisements are an important thing for businesses to utilise because they can make the recruitment and application process much quicker.
For example, if you detail the relevant qualifications your job vacancies require in an advert, it will prevent unqualified candidates from applying. Therefore, you won't spend as much time sifting through applications until you find the best ones.
The main objective of a job advert is to encourage potential candidates to apply. So it's important that they're written in an engaging way that appeals to applicants.
Do employers have to advertise a job opening by law?
No, employers are not required to advertise a job opening by law, but it will be necessary to advertise the position if you have no suitable internal candidates in your business.
Job adverts must not be seen to discriminate against certain groups of people. There are nine protected characteristics in employment equality law, including:
- Age.
- Disability.
- Gender.
- Religion or belief.
- Sexual orientation.
- Race.
- Marital status.
- Family status.
- Membership of the Traveller community.
If you don't promote an open position, you're at risk of facing allegations that your recruitment process is unfair and lacks transparency. For example, you could face discrimination claims to the Workplace Relations Commission. Which could result in you paying hefty compensation.
What do you include in a job advertisement?
Job advertisements or job advertising campaigns should include several items, such as the application closing date. Let's explore some other topics you need to include:
Job title
It might seem obvious, but it's important you state the job title of the specific role available in your job advertisement. This should be clear, accurate and to the point. For example, avoid making up unrecognisable titles for your company as it could confuse candidates and prevent them from applying.
Job description
You must also ensure you create an accurate job description to include in your job advert. This should include the purpose of the role, day-to-day tasks, and whether they'll be working independently or as part of a team.
Job responsibilities
As part of the job description, ensure you include details about the tasks they'll be required to perform. For example, they might need to manage a team or have exceptional writing skills. Mentioning these in the job ads will ensure the people who apply know what the role involves, and are more likely to be qualified.
Job location
It's important you also include the specific location of where the successful candidate will operate. This will ensure those who apply can attend your workplace. If your company offers hybrid or remote working, your ad should state this to eliminate applicants who aren't willing to do either.
Relevant qualifications
You should also include the qualifications the potential employee needs in your job advert. For example, if you were to hire an accountant, you need to ensure they have an accreditation from a registered financial body, such as Accounting Technicians Ireland (AAT).
Desirable qualifications
As well as the required qualifications, you should highlight any desirable qualifications a candidate should have. For example, a desirable qualification could be the ability to work in a team. This helps to attract a wider range of applicants, but also reinforces what your company requires.
Soft skills
Another item you should include in your job advertisement is any soft skills the role requires. A soft skill is a personal attribute that can help an individual succeed at a task, such as effective communication. Noting these required skills will again help candidates identify whether they are the right fit for the job.
Money and benefits
You should make sure you include the salary the role offers to candidates in your job advertisement. As well as any benefits your company offers - both can go a long way in attracting applicants. If you're willing to provide training, include a salary range to attract applicants with less experience.
How to advertise a job vacancy
There are several steps you should take when advertising jobs in your company, for example, you might need to assign a recruitment budget. Let's discuss some other steps you should take when advertising:
Promote it to employees
Once you create your job advertisement, it's time to promote it. But, before you post it online, consider offering it to your existing employees. For example, you could share the job advertisement in a company-wide email. Or include job vacancies on your intranet.
You could also use an employee referral scheme, where staff can recommend others suitable for a vacant role. Not only is this a great way to save money on recruiting, but it can also maintain staff retention and encourage the development of your employees' careers.
Post on job boards
The next step in your recruitment process is to post your job advert on job boards. These platforms promote jobs from companies to current job seekers. This helps streamline the recruitment process because you won't have to headhunt applicants, as they'll come to you.
You should also consider what other companies are including in their job ads - this will ensure your business stands out against competitors.
Post on social media channels
This might not be relevant to all businesses, but if you have a job vacancy, you could post the details on your company's social media.
Your followers will likely have an interest in your company as a whole, so putting a job vacancy in front of them might encourage them to apply. As a result, you might end up attracting more engaged and enthusiastic applicants.
Appoint someone to manage each job advertisement
If you have the resources and a vast amount of employees, you could appoint someone to oversee your job advertisement. This should be someone with HR experience, but if you're a smaller company, you could request a senior manager take control.
For example, they might be in charge of drafting each advert and creating a detailed description for each job. Ultimately, it will ensure consistency across each job advertisement your company posts.
Get expert advice on job advertisements from Peninsula
You must ensure any job advertisement your company posts is accurate, detailed, and inclusive. This means using inclusive language and identifying the responsibilities the open job position requires.
Failure to do so could mean you attract a limited applicant pool, and ultimately, struggle to find the right candidate to join your team.
Peninsula offers 24/7 HR advice support to help companies with their job advertisements, 365 days a year. Want to find out more? Contact us on 0818 923923 and book a free consultation with one of our HR consultants.
