job adverts what to stop doing in 2017
Upload: barclay-jones-recruitment-technology-and-social-media-for-recruitment
Post on 10-Jan-2017
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TRANSCRIPT
We don’t charge for adverts, and we don’t spend time… mmm…
recruiters make it look so easy… I’ll give it a go
myself!
We demonstrate to clients that crap adverts place talent!
5 things to stop doing with your job adverts in
2017!
Stop writing adverts for code breakers!
Unless they’re for coders!
3 out of 5 people find jargon annoying…
… 57% put off applying
64% DON’T apply for jobs where they don’t get the job title
Say What? Media Distribution Officer?
Paper Boy / Girl
Brand Champion / Warrior?Sales Assistant
Sanitation Engineer?Bin Man / Cleaner
Talent Delivery Specialist? Recruiter
Family Protection Consultant?Insurance Telesales Worker
Keep going if you want to attract people who don’t care where they work or
how much they earn! That’s a USP!
Isle of White
Primery School TeacherSales Manger(36) Sales Leed
Pubic Relations
Primery School Teacher
0%
2%
4%
6%
8%
10%
12%
10 20 30 40 50 60 70 80
Impact of job title length on application rates
No. Characters
0%
2%
4%
6%
8%
10%
12%
14%
16%
1K 2K 3k 4k 5k 6k 7k 8k 9k 10k
Impact of job description length
No. Characters
300% increase in applications IF they take less than 5 minutes
Job titles between 50-60 characters are clicked on 40% more
(Clear and descriptive content have a material influence on a candidate’s decision to apply)
Job descriptions between 2,000 and 10,000 characters are clicked on x5 more than similar job descriptions of less than 1,000 characters
Descriptions between 4,000 and 5,000 spike at 15% (CTA)
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Stop thinking that there’s a best time to
post!
Because there isn’t!
Fixed v Growth
Poor adverts = poor response
Just stop it!I’m really good at this and that’s is why I charge…
now let me get on with my job!
OR Rinse, EDIT and repeat…
Take their input on how they wouldsell the role/write the advert?
Stop!!!1. Confusing a job specification with a Job Advert
2. Running a campaign without doing any basic research first. (ie. Choosing the Best job title, right salary, doing competitor analysis, choosing the best job advertising channels)
3. Trying to screen applicants in the main advertising copy
4. Failing to optimise keywords on competitive job titles5. Selecting the wrong advertising channels or committing to a single advertising
channel for all jobs6. Managing campaigns from an inbox or Excel spread sheet
7. Failing to screen applicants properly / or shortlisting applicants purely against skills and experience
8. Not measuring their performance and planning to make improvements
9. Prioritising getting the job filled, over getting job filled with very best applicant!!!
10. Choosing the wrong job titles
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