In today’s competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what’s more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
Why Aren’t My Job Ads Converting?
Based on the stats above, we see that job searchers are crawling the internet looking for the perfect opportunity. With so much competition from other companies, it’s up to you to get job searchers’ attention. You can’t rely on them to come to you (unless you’re Google or Microsoft). But before you decide to increase exposure, you should ensure your job description is competitive. Here’s how:
Be Fully Transparent
Transparency is key when trying to influence the masses. Millennials and Gen Z crave companies and employers who lay it all on the table from the beginning. While salary transparency is a huge aspect of overall transparency, that isn’t the only thing you should focus on. It’s proven that job ads with information on the hiring process and detailed information about the role tend to perform better than job ads that are more vague or don’t include those details.
Offer a Competitive Compensation Package
First of all, you should list compensation and benefits in the job ad. According to SHRM, compensation and benefits are among the first things candidates look for in a job ad. In fact, 85% of Gen Z and recent graduates say they are less likely to apply for a job if the salary is not listed.
So, as you decide on compensation and benefits, do your research. Take a look at current internal salaries for that position and compare them to market salaries. Then, scale the salary based on your ideal candidate. Underneath the salary range, make a list of benefits the company offers.
Be Specific About Who You Are Trying to Hire
Before taking your job ad exposure to the next level, it’s essential to clarify the types of candidates you want to attract. Be specific about the required skills, experience, and cultural fit for the job.
Consider this scenario: if you increase your job ad’s exposure by 40% without specifying your ideal candidate profile, you may not yield the desired results. In fact, you may only receive 15-20% of applications that align with your criteria. Therefore, defining your target candidate before increasing job ad exposure is crucial to avoid wasting time and resources on unqualified candidates.
Expand Your Reach Smartly
When expanding your reach, you should do it with the mindset of trial and error. Collect data and results each time you try something new to increase job ad exposure. Then you can compare data, make better decisions, and tweak minor details in your recruiting process.
5 Tips to Increase Job Ad Exposure
While choosing the right job board is a no-brainer, it’s important to note that you can’t rely on job boards to do all the work for you. You will have to strategize and make your job ad work for you.
Use Social Media
Social media is a powerful tool for reaching potential candidates. Share your job ads on social media platforms like LinkedIn, Twitter, Instagram, and Facebook. You should also consider running paid advertising campaigns on these platforms.
Consider Using a Recruitment Agency
If you struggle to find qualified candidates, consider working with a recruitment agency. Recruitment agencies have access to a wider pool of candidates and can help you find the best fit for your company.
Leverage Internal Mobility
Sometimes the talent you need is right in front of your face. Instead of focusing solely on external recruitment, build a system where your job ads are also shared internally. Increasing internal mobility not only cuts hiring time and costs but also positively impacts workplace happiness and skill development.
Partner with Educational Institutions
Partnering with universities, trade schools, and certification programs can make sharing your entry-level job ads easier. These institutions aim to educate and provide employment opportunities for their students. By partnering with them, you can increase your job ad’s visibility and attract more candidates. This symbiotic relationship benefits both parties – educational institutions can attract more students if they have a higher employment rate, while you get to reach a broader pool of potential candidates.
Diversify Your Ad Channels
Opting for a single job board and sticking with it might seem easy, but it isn’t effective. Instead, you should research different job boards and find the ones that will yield the best results for you. For example, if you prioritize your budget, maybe you should use a mix of free and paid job boards. Then use the rest of your budget for social media marketing. On the other hand, if you need to hire tech or remote talent, look for niche job boards.
By implementing these tips, you can increase the number of applicants for your job ads and find the best candidates for your job positions. Remember, a well-crafted job ad that is marketed effectively can make all the difference in attracting top talent to your organization.