In today’s tight labor market, organizations often struggle to run smooth recruitment processes from start to finish. Slow processes can cause candidates to drop out, and issues can arise as soon as a vacancy is posted. Despite the rapidly changing world, job ads seem to remain the same, filled with clichés like ‘dynamic,’ ‘enthusiastic,’ ‘flexible,’ and ‘creative.’ What value do these words really add? Swiss recruitment agency Robert Walters offers tips on how to make your job posting stand out and attract the right talent.
Clichés are ok, but explain them
Clichés aren’t always bad. The right cliché can be effective in today’s competitive job market because it is easily recognizable and can persuade a candidate who is on the fence.
However, it’s crucial to provide examples when using clichés. Instead of just saying ‘motivated employee’, specify with ‘motivated employee who can perform the following tasks efficiently’, and provide a clear description of the tasks. This specificity sets your ad apart from others.
Don't overdo it
Be cautious with clichés. Overuse can make your ad seem lazy, giving the impression that little effort was put into writing it and that the organization doesn’t really care about hiring a new colleague. Phrases like ‘hands-on’, ‘flexible working environment’, and ‘enthusiastic’ become meaningless without accompanying details or examples.
Check the quality
Clichés should be the exception, not the norm. To determine if your job posting is effective, ask yourself:
- Is there sufficient context given for any clichés used?
- Are suitable candidates responding to the ad?
- Do candidates give positive or neutral feedback on the posting?
Before publishing, review the ad with current employees to ensure the job title and description accurately reflect the position. If the answers are positive and employees give good feedback, a rewrite may not be necessary. However, if any answers are negative, adjustments should be made.
Involve others
If the job posting needs changes, involve the employees who will work closely with the new hire. They often have a better understanding of the job content than HR or management. Their input is valuable and should be utilized.
Once colleagues have revised the text, the manager and recruiter should proofread it to ensure all important information is included. After this, a copywriter or marketing team member can refine the text, making it both attractive and convincing while removing unnecessary clichés.
Finally, test the vacancy text by asking candidates what appealed to them and what convinced them to apply. Analyzing this feedback and incorporating it into future job ads will give you a competitive edge.
Want to know more?
For more tips and advice, explore our hiring advice. Contact one of our offices or upload your vacancy today.
