It’s time to say goodbye to bizarre job descriptions.
Are you a “team player” or a “self-starter who can hit the ground running?” If so, there could be a job out there for you. Unless, like an ever-increasing number of job seekers, you’re hugely put off applying by such meaningless language.
Make no mistake: there’s no benefit to using jargon in Job Ads. But don’t just take our word for it. According to a study by online design and publishing tool maker, Canva, of more than 6.3m online Job Ads advertised in America, the UK, Canada, and Australia, approximately 38 per cent of Job Ads contained impenetrable phrases.
The US state of Washington was ranked as the worst offender of corporate gobble-de-gook, with an over-reliance on the technology phrase ‘cloud-first.’
HR and TA folk crafting these Job Ads think that their postings will resonate with potential applicants. However, the reality is otherwise.
The study’s authors explained: “Multiple studies have shown that it puts applicants off applying because they don’t understand it, particularly those in the 16-24 age group and those from disadvantaged backgrounds.
“As a result, many suitable candidates for a job won’t ever apply because of a badly worded advert.”
Job Ads riddled with jargon also put off people with learning disabilities, non-native speakers, and applicants who could excel in the role but have lower education levels from even hitting ‘apply.’
The message? Avoid the jargon unless you want to discourage, confuse and intimidate candidates during this acute hiring crisis.
Of course, the problem with Job Ads today isn’t limited solely to terminology. Here at Optimal HQ, we see far too many Job Ads full of conscious and unconscious bias – be it racial, age, gender, disability, gender affirmation, marriage and civil partnership, pregnancy and maternity, religion or belief, or sexual orientation.
Other Job Ads out there are too wordy or, conversely, too short (the ideal job ad is between 700-2,000 characters), plagued with spelling, punctuation, and grammar errors, lack empathy (always ask yourself, would you apply for this position?) or aren’t search engine friendly.
If you are committed about growing your inclusive business, you need to create a positive candidate experience via your Job Ad.
Fortunately for you, dear reader, we’ve created a proprietary job advert formula that incorporates everything you need to successfully attract diverse talent as a business owner, recruiter, or agency.
This data-informed formula comprises multiple components using tens of thousands of data points, both structured and unstructured data from multiple data sources and open APIs.
Reach out to us today to improve the content, DEI, and SEO value of your Job Ads in under an hour.
Working and collaborating with Get-Optimal is about taking control, not giving up control. Make the change, and make the change today.
Daniel Fellows
CEO
Get-Optimal.com
*Image courtesy of Unsplash
It’s time to say goodbye to bizarre job descriptions.
Are you a “team player” or a “self-starter who can hit the ground running?” If so, there could be a job out there for you. Unless, like an ever-increasing number of job seekers, you’re hugely put off applying by such meaningless language.
Make no mistake: there’s no benefit to using jargon in Job Ads. But don’t just take our word for it. According to a study by online design and publishing tool maker, Canva, of more than 6.3m online Job Ads advertised in America, the UK, Canada, and Australia, approximately 38 per cent of Job Ads contained impenetrable phrases.
The US state of Washington was ranked as the worst offender of corporate gobble-de-gook, with an over-reliance on the technology phrase ‘cloud-first.’
HR and TA folk crafting these Job Ads think that their postings will resonate with potential applicants. However, the reality is otherwise.
The study’s authors explained: “Multiple studies have shown that it puts applicants off applying because they don’t understand it, particularly those in the 16-24 age group and those from disadvantaged backgrounds.
“As a result, many suitable candidates for a job won’t ever apply because of a badly worded advert.”
Job Ads riddled with jargon also put off people with learning disabilities, non-native speakers, and applicants who could excel in the role but have lower education levels from even hitting ‘apply.’
The message? Avoid the jargon unless you want to discourage, confuse and intimidate candidates during this acute hiring crisis.
Of course, the problem with Job Ads today isn’t limited solely to terminology. Here at Optimal HQ, we see far too many Job Ads full of conscious and unconscious bias – be it racial, age, gender, disability, gender affirmation, marriage and civil partnership, pregnancy and maternity, religion or belief, or sexual orientation.
Other Job Ads out there are too wordy or, conversely, too short (the ideal job ad is between 700-2,000 characters), plagued with spelling, punctuation, and grammar errors, lack empathy (always ask yourself, would you apply for this position?) or aren’t search engine friendly.
If you are committed about growing your inclusive business, you need to create a positive candidate experience via your Job Ad.
Fortunately for you, dear reader, we’ve created a proprietary job advert formula that incorporates everything you need to successfully attract diverse talent as a business owner, recruiter, or agency.
This data-informed formula comprises multiple components using tens of thousands of data points, both structured and unstructured data from multiple data sources and open APIs.
Reach out to us today to improve the content, DEI, and SEO value of your Job Ads in under an hour.
Working and collaborating with Get-Optimal is about taking control, not giving up control. Make the change, and make the change today.
Daniel Fellows
CEO
Get-Optimal.com
*Image courtesy of Unsplash
