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how to write recruitment ads

Published on: August 5 2023 by pipiads

What Does It Take to Put Together the Perfect Team?

- The perfect team is essential for success.

- Hiring the right people is key.

- Ernest Shackleton's expedition is an example of a perfect team.


- Writing the perfect job ad:

- Most of us take out ads in newspapers and websites.

- Getting inundated with responses doesn't guarantee great fits.

- People who believe what you believe make a great team.

- Ernest Shackleton's example:

- Shackleton and his team were stranded in the Antarctic ice for 22 months.

- No one died because he hired the perfect team.

- Shackleton's ad was brutally honest about the conditions.

- Being honest about the job:

- Most job ads sugarcoat the reality.

- Be brutally honest about what it's like to work for you.

- Only attract people who are a great fit.

- Personal experience:

- Hiring someone for my team using an honest ad.

- Found the perfect person in just four days.

- Believing what I believe was crucial.

- Building the perfect team requires honesty and finding people who share your beliefs.

- Using a brutally honest job ad can attract the right candidates.

- Don't just hire someone who does the job, but find someone who believes in your mission.

How to write job titles and recruitment ads that will get TOP Talent 6 elements you must have

Today on Recruitment Assets Under Management, we're going to discuss a crucial topic that can greatly improve your recruitment advertising: job titles and job descriptions. Selecting the right job title is vital for attracting candidates, and I can't stress its importance enough. Many companies make mistakes when it comes to job titles, and as a recruitment advertising agency, we see these errors frequently. So, today, I want to provide some valuable insights and wisdom on what your job title should be and what your job description needs to include.

First and foremost, your job title should be simple, effective, and devoid of superlatives. Stick to industry standards and consider reaching out to us for a hiring insights report. This report can provide you with information on how many people will see your job when you use a particular job title. It takes the guesswork out of recruitment advertising and gives you a clear idea of what to expect.

Let me share an example. Recently, a client was looking for social services professionals to work with youth. Initially, they had a job title that included the term youth partner. However, after conducting some research, we discovered that a different job title would attract three times more candidates. The artificial intelligence on job boards misinterpreted youth partner as a legal term, leading to fewer relevant candidates. By changing the job title, our client gained access to a significantly larger pool of potential candidates.

Now let's discuss the content of your job description. There are six essential components that you need to include:

1. Pay range

2. Benefits

3. Shift information

4. Location details (remote, work from home, or specific address)

5. Required qualifications

6. Job type (full-time or part-time)

Ensure that all these components are present, but don't simply cut and paste your requisition into the job description. This approach looks unprofessional and unappealing to candidates. Instead, make your recruitment messaging enticing and exciting. Add some sizzle to your job description to make candidates eager to apply.

There also needs to be a shift in mindset. Rather than focusing solely on your company's requirements and rewards, start by answering the candidate's question: What's in it for me? Make this the focal point of your job ad, and then provide the necessary information at the end. Studies show that many candidates today don't read job descriptions thoroughly, so it's essential to give them something engaging to capture their attention.

To better understand the job seeker's perspective, try posting the job title you're researching on a job board that you frequently use. See what kind of response it generates. This will help you gauge the effectiveness of your job title and adjust accordingly.

Now let's talk about compensation. I recommend including the pay range in your job ad. If you don't control the narrative, job boards will post what similar jobs in the same location earn. By providing the compensation range upfront, you can influence candidates' expectations and attract those who are genuinely interested. However, be mindful of not attracting overqualified candidates due to a higher salary range.

In terms of benefits, aim for at least two bullet points that highlight what candidates can gain from working for your company. This will make your ad more enticing and help you promote your recruitment brand effectively. If there are specific keywords relevant to the job, include them in the body of the ad as well.

If you want to get the most out of your recruitment advertising, we have all the answers. Click on the link below to schedule a 10-minute consultation or request a hiring insights report. This report will provide you with a blueprint for shaping your recruitment messaging and help you determine how much you should invest in each position. Organic reach alone is not enough, and investing in sponsored job spend on major job boards will yield better results.

Remember to keep living out loud and on purpose. Feel free to reach out to me at 704-663-411. Until then, happy recruiting!

How to write effective job ads | Job Advertising

One thing to keep in mind when creating job ads is that each type of job is different. They have different motivations, value systems, and preferences for communication. It is important to write job ads in a way that will connect with the desired candidates. If all job ads are written in the same way, it will not inspire the right candidates to apply and the company will end up with a pipeline full of candidates who are not a good fit for the role or the company.

There are various profiling frameworks that can be used to categorize people, but the DISC framework is simple and well-suited for our purpose. It divides people into four broad types: dominant, influencing, steady, and calculating. This framework tells us the best way to communicate with people based on their personality type.

- Influencers: These individuals have high levels of sociability and dominance. They are extroverted, not afraid to show emotion, and prefer informal communication. They are comfortable being the center of attention and expressing their opinions. Influencers make great salespeople, entrepreneurs, and trainers.

- Dominant Personalities: These individuals have low sociability but high dominance. They are determined, direct, and like to maintain control. They may not come across as warm or caring, but they are great at getting the job done. Dominant personalities excel as managers, politicians, engineers, and strategic planners.

- Calculating Personalities: These individuals have low levels of dominance and sociability. They are introverted and emotionally restrained. They spend time analyzing problems and can take a while to make decisions. Calculating types often find themselves in careers such as accountancy, research, or computer programming.

- Steady Personalities: These individuals have high sociability but low dominance. They are cooperative, empathetic, and excellent listeners. They value personal relationships highly and are patient. Steady personalities often work in caring professions like nursing, counseling, or primary school teaching.

Now that we understand the different communication styles within this framework, we can tailor our job ads to attract specific types of candidates. While I have listed typical jobs for each personality type, it is important to note that influencers, dominant personalities, calculating types, and steady personalities can be found in any line of work. Knowing how to identify and attract these personalities will help us find candidates who not only have the necessary skills and experience but also possess the inherent personality traits needed for the role.

7 Steps for Writing Effective Job Ad

When unemployment is low, attracting top candidates to open positions can be a challenge for hiring managers. In addition to ensuring competitive salary, benefits, work environment, and potential for advancement, a well-written job ad can make a huge difference in reaching your ideal candidate. In this article, we will discuss the importance of a great job ad and provide tips on how to effectively write one.

Key Points:

- Begin with a descriptive job title that stands out from the crowd.

- Showcase your organization's brand, market position, values, and culture.

- Provide a detailed overview of the job and the qualities you're seeking in applicants.

- Clearly outline the application process and specific instructions.

- Proofread your job ad multiple times to avoid inaccurate information or errors.

- Ensure your job ad is legal and ethical, following Equal Opportunity laws.

- Be realistic and honest in your job ad, avoiding false promises.

- Utilize a variety of job sites, industry publications, and personal network connections to reach your target audience.

Writing an effective job ad is crucial for attracting top candidates to your organization. By following these tips and considering the importance of each component, you can increase your chances of reaching your ideal candidate and saving valuable time in the hiring process. Remember to put effort into crafting a well-written job ad, as it is an essential component of your recruitment and marketing efforts.

HR Rescue: 8 Tips for Writing Great Online Recruitment Ads

Hi Jenny Stone here from HR Shield with your HR rescue. Each day we get hundreds of questions from our clients and other small and mid-sized business owners about some of the most common HR issues. We figured if they have those questions, you might too. So, let's provide a lifeline and share our answers to some of the most common scenarios.

- Do you need some tips for writing a great online job board advertisement?

- Before you begin writing your company's recruitment advertisement, there are a few things to consider.

- How much money is available for recruitment?

- What is the timeframe in which the position needs to be filled?

- Based on this information, you can determine the most appropriate media and availability.

- Online job board advertisements allow more room for copy compared to print advertising.

- Developing a brand and consistency in the ads will deliver a good impression to the candidates.

- Logos, pictures, and colors generate greater interest.

- You want to draw people to your ad and sometimes, simply bolding the position title can attract more people.

Tips for online recruitment advertising:

1. Title of position:

- Be sure the title is clear and concise.

- Avoid using terms like ninja and rock star.

- Consider using an alternate job title that clearly explains the role.

- Make sure your job title stands out among the other listings.

2. Job summary:

- Online job boards will show a brief job summary.

- The job summary is the most important part of your ad.

- It should grab attention and compel the reader to click through to your full ad.

3. Company:

- Describe what your company does.

- Mention the location and industry.

- Make the overview compelling.

4. Job description:

- Include the main functions of the role.

- List key skills, previous experience, and relevant qualifications.

- Bullet point the position's key tasks and core competencies.

- Describe what the successful candidate will be like.

- Talk about team fit and the culture of your organization.

5. Prospects and job benefits:

- Highlight what your company has to offer.

- Mention career progression, privileges, benefits, and vacation time.

6. Contact:

- Provide the recruiter's name, phone number, and email address.

- Specify the times you're available for contact.

7. Specific requirements:

- If you have specific requirements such as minimum education or experience, list them clearly in your ad copy.

- Thank you for watching!

- Don't forget to hit the subscribe button.

- You can always email us for more information at [email protected].

LinkedIn Job Application and Recruitment Ads

The LinkedIn Ads Job Applicants Campaign is an easy way for companies to promote open job opportunities. In this article, we will walk you through the campaign setup and focus on the four ad formats available. Each format has its pros and cons, so we'll discuss which ones might be best for you and how they will look to certain users. We'll also highlight the ad format that we think is the best for this campaign objective, as it provides extra metrics for performance review. Let's get started!

- The LinkedIn Ads Job Applicants Campaign is a great way for companies to promote job opportunities

- In this article, we will focus on the four ad formats available and discuss their pros and cons

- We'll also highlight the best ad format for this campaign objective that provides extra metrics for performance review

Setting up a Job Posting on LinkedIn:

- Before creating a job applicants campaign, make sure you have a job posted on LinkedIn

- Go to your LinkedIn company page and click on Admin Tools in the right-hand side drop-down menu

- Choose Post a Free Job to start creating your job post

- Fill in the mandatory fields, including job title, company, workplace type, job location, and employment type

- Click Start Job Post to proceed and fill in more information about the job, such as description and required skills

- Choose how you want to receive applicants and ask pre-qualification questions if desired

- Click Continue to review and promote the job post

Creating a Job Applicants Campaign:

- Go to LinkedIn Campaign Manager and create a new campaign under the Conversions column

- Set up targeting options based on your preferences

- Make sure the location targeting matches the employee location specified in the job post

- Consider targeting specific member groups or job titles for better results

- LinkedIn automatically excludes your company from the ad to avoid showing it to current employees

- Choose the job applicants campaign objective and select the ad format you want to use

Ad Formats for Job Applicants Campaign:

- There are four ad formats available for the job applicants campaign objective

- The single job ad format is the most valuable and provides a preview of your job post

- The jobs ad format allows you to list multiple job openings

- The single image ad format displays a single image related to the job post

- The spotlight ad format is dynamic and highlights specific job details

Campaign Setup and Ad Preview:

- Finish the initial campaign setup, including budget, start and end dates, and bidding strategy

- The optimization goal should be landing page clicks to encourage job applications

- You can adjust the bidding strategy and set a maximum CPC bid

- Consider adding additional conversion tracking if needed

- Create a new ad for each ad format you want to test in separate campaigns

- The LinkedIn Ads Job Applicants Campaign is an effective way for companies to promote job openings

- Each ad format has its advantages and choosing the right format depends on your specific goals

- The single job ad format is recommended for its value and extra metrics for performance review

- Test out different ad formats to see which one works best for your campaign objective

How to Write a Job Description - How to Recruit a Good Job Candidate (1 of 5)

Hey Ambitious Professionals! It's Linda Raynier of lindaraynier.com, and I'm here to guide you to a career and life you'll truly enjoy. If you're a recruiter, a hiring manager, or an HR professional, then you're in luck! Today's episode is the first of a five-week series on how to recruit and find the best job candidates for your company. In this episode, I'll be teaching you the first step: how to write a compelling job description.

Tip 1: Hook them with intriguing questions

- Start with a compelling Is this you? section that asks intriguing questions to describe the job candidate and what they're looking for in their next career move.

- Spark their interest and make them want to read further by asking questions that relate to the job.

Tip 2: Summarize the job before getting into the details

- Include an overview description paragraph that explains the overall purpose of the position and what goal the job is meant to achieve for the company.

- Make it compelling and meaningful by explaining why this person will be doing what they'll be doing.

Tip 3: Write detailed job duties that explain the why

- When listing the responsibilities, avoid creating a simple grocery list of tasks.

- Explain the purpose behind each duty and how it contributes to the overall goal.

- Give each bullet point a purpose to attract top candidates.

Tip 4: Qualify them at the end

- Finish the job description with an additional qualification section that goes beyond the duties and responsibilities.

- List any additional certifications, courses, or technical knowledge you're looking for in a candidate.

- Help refine your search and find the best job candidate.

By following these four tips, you can write a compelling and attractive job description that will attract top talent to your company. If you're currently on the job search and need professional guidance, visit my website at lindaraynier.com and fill out the application form for one-on-one assistance. If you enjoyed this video, please give it a thumbs up, subscribe, and share it with your friends. Thank you for watching, and I'll see you in the next video!

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