5 Reasons Your Job Ads Are Getting Ignored

Let’s face it, hiring is tough. You’ve got a great opportunity, a fantastic team, and a “company culture that’s second to none”. Well at least, according to you. So why aren’t the best candidates knocking down your door? The answer might be simpler than you think: your job ads. 

It’s easy to fall into a routine when writing job descriptions. We’ve all seen those generic, corporate-speak ads that are as exciting as watching paint dry. But let’s be real, no one wants to read a snoozefest. Your job ad is a part of your employer value proposition. It’s your first chance to make a great impression. A good job ad can grab a candidate’s attention and convince them that your company is the place to be.

A terrible job ad, however, is one of the reasons talent acquisition is a struggle for you.

So, what’s the secret to writing a killer job ad? It’s all about connecting with your target audience on a personal level. You need to make them feel excited about the opportunity and eager to learn more. In this read, we’ll dive into the top 5 reasons why your job ads are getting ignored by everyone on the planet, and how you can fix them.

So, what are the common mistakes that make people snub your job ads? Let’s dive right in.

1. The Job Role and Responsibilities are Not Clear

Imagine you’re shopping for a new pair of shoes. You know you want something comfortable, stylish, and durable. But when you walk into the store, the sales associate hands you a box without any labels or descriptions. You’d be pretty confused, right?

Well, that’s exactly how candidates would feel when faced with an unclear job description. When candidates apply for a job, they want to know exactly what they’re getting into. A vague, unclear job description is a major red flag. It leaves candidates guessing, and even suspecting, and it can lead to misunderstandings and mismatched expectations down the line.

How can you avoid this?

Be specific about the core responsibilities, the key performance indicators (KPIs), and the day-to-day tasks. Instead of saying “responsible for various tasks,” specify things like “manage a team of 10, oversee daily operations, and implement new strategies.”

By providing clear and concise job descriptions, you’ll attract more qualified candidates and save time in the hiring process.

2. Excessive Use of Jargon

Let’s face it, we all love to sound smart. We use big words, industry-specific terms, and insider lingo to pepper our sentences so our colleagues and clients can be impressed. But when it comes to writing job descriptions, we’re going to hold your hand when we say this: less is more.

Excessive use of jargon can alienate potential candidates, especially those from different backgrounds or industries. It can make your job description seem confusing and intimidating. Remember, the goal is to attract the best talent, not impress your colleagues.

Think about it. If you’re a job seeker and you come across a job description filled with terms you don’t understand, what are you going to do? Skip. With immediate effect.

What can you do about this?

Instead of using jargon, keep your language simple, clear, and concise. Avoid using terms that only a select few understand. For example, instead of saying “Utilize a data-driven approach,” you could simply say “Use data to make informed decisions.” See how easy that is to grasp? If you use simple language in your job ads, nothing will happen to you.

By using plain language, you’ll make your job description more accessible to a wider range of candidates and increase your chances of finding the perfect fit.

3. Unrealistic Job Requirements

We’ve all seen those job descriptions that look like they were written by aliens. They list a laundry list of requirements, including years of experience, specific certifications, and advanced degrees. At this point, we’re surprised they haven’t started adding sacrificial requirements. But let’s be honest, no one has the time or energy to meet all those qualifications.

Unrealistic job requirements are a major turn-off for candidates. They can make your job seem unattainable, and they can discourage qualified candidates from applying. Your job requirements have to be SMART to resonate with candidates.

So, how do you make the requirements SMART?

Instead of setting the bar too high, focus on the skills and experience that are truly essential for the job. For example, if you’re hiring a social media manager, you might look for someone with experience in content creation, community management, and analytics. You don’t need to require a master’s degree in marketing or a certification in social media.

By being reasonable with your job requirements, you’ll attract more qualified candidates and increase your chances of finding the perfect fit.

4. Your Content is… Meh

If you chew some job descriptions, you’ll end up coughing up dust.

Let’s face it, job descriptions can be pretty dry. They’re often filled with corporate-speak so boring it’s guaranteed to put an insomniac to sleep. But your job description doesn’t have to be that way.

How do you make your job description more engaging?

You can start by using strong, active verbs and vivid language. Paint a picture of what it’s like to work at your company. Highlight the exciting projects, the supportive team, and the opportunities for growth and development.

You can also use storytelling to bring your job description to life. Share a story about a recent success or a unique challenge that your team overcame. This will help to capture the attention of potential candidates and make your job description more memorable.

Give your job description some personality. By doing so you can be sure to make it more appealing to top talent.

5. Lack of Information About Company Culture and Values

When job seekers are evaluating job offers, they’re not just looking at the salary and benefits. They’re also considering the company culture and values. They want to know if they’ll be a good fit for the team and if they’ll be happy in the work environment.

To attract top talent, you need to highlight your company culture and values in your job descriptions. Share information about your company’s mission, vision, and core values. Talk about the perks and benefits that you offer, such as flexible work arrangements, generous vacation time, and opportunities for professional development.

You can also use employee testimonials or company culture videos to give candidates a better sense of what it’s like to work at your company. For example, you could share a story about a time when your team went on a company retreat or volunteered together. You could also highlight a recent company achievement or award.

By providing insights into your company culture, you’ll attract candidates who are passionate about your mission and who will be a great cultural fit.

Here’s an Example of a Killer Job Ad

Role: Digital Marketing Manager

Are you a digital marketing wizard with a passion for driving growth?

Join our dynamic team and help us shape the future of ABC company. As our Digital Marketing Manager, you’ll lead our digital marketing efforts, from crafting innovative campaigns to analyzing data-driven insights.

What You’ll Do:

• Develop and execute comprehensive digital marketing strategies
• Manage social media campaigns and content calendars
• Analyze website traffic and user behavior to optimize performance
• Collaborate with cross-functional teams to launch successful marketing initiatives

What You’ll Need:

• 5+ years of experience in digital marketing
• Strong understanding of SEO, PPC, and social media advertising
• Proven track record of driving results
• A passion for data and analytics

Why Join Us?

• (This is where you state your salary. Just writing “Competitive salary” isn’t going to cut it)
• Benefits package (State that you have an HMO plan, paid leave, etc)
• Remote (or Hybrid) work arrangements
• Opportunities for professional growth and development (With certification training)
• A fun, collaborative, and innovative work culture

Ready to make your mark? Apply now!

In Conclusion…

Your job ad is your first impression. It’s your chance to make a great first impression on potential candidates and attract top talent. By avoiding these common mistakes and following the tips outlined above, you can create compelling job ads that will help you find the perfect candidate for your open position.

Remember, your job ad is not just a list of requirements. It’s a marketing tool that should be used to sell your company and the opportunity. By making your job ad more engaging, informative, and persuasive, you’ll increase your chances of attracting top talent and building a strong, high-performing team.