The Art of Crafting an Engaging Job Advertisement to Attract the Best Candidates

Employee retention efforts begin with hiring the right people. It can take months to get someone settled into a job. That’s a significant period during which your workflow won’t be optimized the way it should. To be successful and grow, you need to make sure that your recruitment periods are bringing in people that will stick around for the long haul.

Easier said than done, right? Fear not, we are here to help. In this article, we take a look at how you can craft engaging job advertisements to attract the best candidates.

Step 1: Think About Your Existing Work Dynamic

Finding a good job candidate is about more than just skills. Compatibility plays an enormous role both in productivity and in your overall workplace dynamic. When people can establish strong social relationships at work, it improves the flow and significantly reduces the risk of employee turnover.

You can find someone who is a good personality fit by thinking about your company culture. What does it feel like to work at your business? Do you run a tight, fast-paced environment, or do you prioritize flexibility and letting people work at their own pace?

Note that highlighting your company culture will also be a big draw for the candidates. A significant number of job seekers report that finding a work environment that is a good personality fit matters more to them than compensation.

Step 2: Speak with Your Employees

Your existing staff will understand your business with a perspective that is different from your own. If you want to create a job advertisement that accurately reflects the sort of team member that will best suit your existing dynamic, it’s important to chat with your staff.

As a side note, you may also be able to use your existing team members to fill the position through networking. Ask around and see if they know anyone who might be good for the job!

Step 3: Bring in Your Marketing Department

Your marketing department specializes in communicating succinctly and in a way that appeals directly to the target audience. That’s a skill set that your HR department may not specialize in. Have both teams work together to create engaging job advertisement copy that highlights what you are looking for in a way that is as compelling as possible.

Your marketing team will also know where to reach the type of person that you are targeting. When they are selling to customers, they make profiles and explore mediums that are best suited to accommodate the interests of people who fit into said profiles.

The same concept can apply to recruitment. For example, if you want to find someone who is experienced, your marketing division may focus their job advertisements on LinkedIn because that is the site that gets the most activity from middle-aged business people.

If you are hoping to attract newer talent that can grow into the role, they might target Twitter—the favorite site of recent college graduates. Not only will this help you find ideal candidates, but it may even reduce expenses during your recruitment campaign. Data-driven marketing efforts are typically more