The content of your job advert is crucial to attracting ideal candidates. One of the most important elements is the job title, which should be in line with what candidates will search for, not necessarily to title you would use internally.
Job adverts must be complete, clear and consistent, whilst showcasing the exciting opportunity for the right person. Remember, some of your candidates will likely not have a previous relationship with your company, so better make a good first impression!
This is your opportunity to attract top quality candidates, so make sure you include company information that demonstrates a focus on great team culture. Why not include an employee testimonial to really get them excited?
Let’s have a closer look at the components of building the perfect job advert...
Job Adverts - What to Include
- Job title
- Job code
- Company description
- Salary (optional, but drives better engagement)
- Start date (optional)
This frames the essential functions you'll evaluate in performance appraisals and list in the job description. It should answer:
- What is the job's purpose?
- How does the job fit within the company?
- What processes does the job support?
- Why is the job important?
- What position does this job report to?
- Where does this job fit in the hierarchy and structure of the company?
- What is the span of control of the role?
- What are the main challenges facing this role?
This section should list 3-7 items that the person in this role will be accountable for and that will be assessed as part of their performance appraisal. The purpose of this section is to define the high priority/high frequency work that needs to be performed in the role, not provide an exhaustive list of every task the employee will perform.
Qualifications / Experience Required
Including requirements for education, certification, experience and basic skills needed for the position.
Working Conditions (if needed)
Here you can include information, like:
- Hours worked
- Start time
- Requirements for overtime
- Specifications for breaks/lunch
- Pace of work
- Noise level
- Number of distractions
- Deadline pressures
You may also want to break out specific physical requirements (e.g. lifting, standing for long periods of time), health or safety hazards (e.g. working with dangerous material), working in unusual conditions (e.g. underground, isolated locations), travel requirements, etc.
It’s also good practice to manage the candidate expectation should they choose to apply. You can include things like;
- Deadline date
- Communication expectation - will they hear back from you if unsuccessful?
- Contact details