The competition for skilled talent is fierce, even as the pandemic rages on. Companies aren’t just competing for consumers: They are competing for employees.
HR and TA folk all know that recruiting top talent starts with a compelling Job Ad that entices qualified candidates to hit apply. The problem? Writing a killer Job Ad that increases applicant flow is a hell of a lot harder than you think.
All too often we see, here at Get-Optimal HQ, Job Ads featuring an endless, exhaustive list of requirements that put women off even applying. (On average, men tend to apply for a job when they meet 60 percent of the requirements, whereas women only apply for a job if they meet 100 percent of the requirements).
Similarly, too many Job Ads contain gendered wording – words such as ‘competitive’ and ‘leader’ are associated with male stereotypes, while words such as ‘support’ and ‘interpersonal’ are associated with female stereotypes - which could make the job seem less appealing to a particular gender, thereby reducing the applicant pool.
Other Ads out there are too wordy or, conversely, too short (the ideal job ad is between 1,500-2,000 characters, i.e enough to describe the role and benefits in detail without resorting to waffle), plagued with spelling, punctuation, and grammar errors, lack empathy (would you want to join this workforce?) or aren’t search engine friendly.
If you’re serious about attracting talented workers, you need to create a positive candidate experience via your Job Ad by not only reducing bias but by presenting an accurate description of the vacancy, what it entails and a typical workday – as well as offering information about your company culture, career advancement opportunities and commitment to DE&I.
Need some help reevaluating your traditional Job Ads? You’re not alone. The fact of the matter is that most businesses’ HR departments just don’t have the required internal capability and experience to write a fully optimised Job Ad to recruit the right candidates. HR and TA folk aren’t copywriters, content editors, DE&I specialists, and Job Ad optimisers. That’s our job and our automated technologies role.
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 is made up of 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 and SEO value of your Job Ads in as little as 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
The competition for skilled talent is fierce, even as the pandemic rages on. Companies aren’t just competing for consumers: They are competing for employees.
HR and TA folk all know that recruiting top talent starts with a compelling Job Ad that entices qualified candidates to hit apply. The problem? Writing a killer Job Ad that increases applicant flow is a hell of a lot harder than you think.
All too often we see, here at Get-Optimal HQ, Job Ads featuring an endless, exhaustive list of requirements that put women off even applying. (On average, men tend to apply for a job when they meet 60 percent of the requirements, whereas women only apply for a job if they meet 100 percent of the requirements).
Similarly, too many Job Ads contain gendered wording – words such as ‘competitive’ and ‘leader’ are associated with male stereotypes, while words such as ‘support’ and ‘interpersonal’ are associated with female stereotypes - which could make the job seem less appealing to a particular gender, thereby reducing the applicant pool.
Other Ads out there are too wordy or, conversely, too short (the ideal job ad is between 1,500-2,000 characters, i.e enough to describe the role and benefits in detail without resorting to waffle), plagued with spelling, punctuation, and grammar errors, lack empathy (would you want to join this workforce?) or aren’t search engine friendly.
If you’re serious about attracting talented workers, you need to create a positive candidate experience via your Job Ad by not only reducing bias but by presenting an accurate description of the vacancy, what it entails and a typical workday – as well as offering information about your company culture, career advancement opportunities and commitment to DE&I.
Need some help reevaluating your traditional Job Ads? You’re not alone. The fact of the matter is that most businesses’ HR departments just don’t have the required internal capability and experience to write a fully optimised Job Ad to recruit the right candidates. HR and TA folk aren’t copywriters, content editors, DE&I specialists, and Job Ad optimisers. That’s our job and our automated technologies role.
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 is made up of 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 and SEO value of your Job Ads in as little as 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
