4 things candidates look for in a job advertisement
A job advertisement is much more than just another advertisement. In fact, organizations are usually rated based upon the quality and the presentation of their job advertisement. Here are 4 things that job candidates usually look out for in a job advertisement.
1) Job title
The first thing that usually attracts the attention of a candidate will be the job title. Generally, candidates search via position title or location on most job boards. By making the relevant information available, this sets a very clear idea of who and what the organization is looking to hire. This serves to eliminate potentially unsuitable candidates and attracts a more focused set of specialized candidates.
A good filtering process significantly reduces the time and effort needed by HR and hiring professionals to screen and interview candidates. This in turn reduces the time taken to fill a vacancy and reduce inefficiencies in the hiring process.
2) Job description
Prospective candidates need to know what the position entails and whether they are qualified. Job description is able to help them decide if they are a suitable match for the position.
Some HR professionals consider writing job descriptions a waste of time. However, a job description that accurately describes the responsibilities of the position will serve to improve the hiring process and also prevent misunderstandings between organization and candidate.
Thus, job descriptions should be as accurate as possible and possess all of the following information:
Individual tasks affiliated with the job
Purpose and responsibilities required
Any required technical knowledge or previous experience
Qualifications required
Providing such information on the job advertisement will not only attract better-suited candidates, but also ensure that potential applicants have a better understanding of the requirements and qualifications related to the position that they are applying for.
3) A salary range
An often debated topic among HR professionals is whether or not to include the salary range on offer. Some experts believe that the information should be released at the organization’s discretion to avoid upsetting or disappointing a potential employee.
However, the pros of providing a salary range could potentially outweigh the cons. A study by Forbes has shown that high performing employees often leave their jobs due to monetary reasons. By showcasing the salary offered, applicants are more likely to apply for the advertised position as they have been given a clear understanding of the salary that is offered rather than an ambiguous figure.
However, a savvy HR professional should take into account that if the salary offered by their organization is below that typically offered on the market, providing a salary range will only serve to drive away quality candidates. Adopting a clear and upfront attitude with regards to the salary offered will resonate well with quality candidates and improves the organization’s reputation as a quality employer.
4) Showcasing your strengths
As more millennials start to enter the workforce, they bring with them a whole new set of challenges and requirements. A study by the Harvard Business Review has shown that millennials are consumers of the workplace and choose to shop around for jobs that best suit that lifestyle and goals.
In order to remain relevant, organizations need to be aligned with the needs of this new generation. For example, millennials often place a premium on work-life balance and a positive work culture that nurtures growth and development.
Instead of stating the obvious by writing “We have a great culture”, HR professionals can opt to have employee testimonials or produce a short and simple recruitment video that showcases daily work life at the organization.
Sourcing for new candidates is a challenging process and HR professionals face a multitude of challenges in today’s hyper-competitive world. However, these few tips could open the door to a new way of reaching out and attracting top quality candidates.
Further reading:
This article is either written or edited by JobsDB HK. If you would like to publish it on other website or publication, please contact us by email: [email protected]. JobsDB reserves the right to take legal action against any person that infringes the copyright.