Do you find it difficult to find candidates for open positions? Or candidates who actually meet your requirements? If so, it might be worth taking a closer look at your open job ads. Find out the five mistakes recruiters often make when writing a job ad - and how to write one that stands out from the crowd.
1. the text is inaccurate
You (hopefully) don't buy a vehicle described in an ad as "Nice car, four-door, red." However, when it comes to a vacancy, candidates often come across equally detailed job ads.
Recruiters who believe that less is more are barking up the wrong tree, explains Ilka Szentkiralyi, founder of indivHR. "If job descriptions are too short, it's difficult for candidates to know if they're a good fit for the position," she explains. "Provide as much information as possible to speak with suitable candidates and rule out unsuitable candidates in advance.
Leah Freeman, recruiter and team leader at PFJ Media Recruitment, agrees, adding that this is one of the main criticisms of all applicants.
"Some candidates currently feel that a lot of job offers are generic in nature, so they don't really identify with them," she says.
2. the professional title is misleading or unclear
Maybe you're looking for a "sales ninja," "brand warrior" or "cloud wizard," but how many candidates search for those terms?
Even if you confuse "web developer" and "web designer," your job ad will most likely be a waste of time.
"Job titles vary widely, so be aware that candidates may overlook your job ad if you use different search criteria," explains Ilka Szentkiralyi. "If possible, use a generic job title Alternatively, reference alternative job titles within the job ad so that your ad is displayed to candidates in online searches.
And if you're looking for someone with special skills, do your research to make sure you're using the right technical term. It's important that you use the terms applicants are looking for.
3. your job advertisement lists too many requirements
Of course, you want to find the right person for the job you need to fill, but a seemingly endless list of requirements is sure to scare candidates away.
Ilka Szentkiralyi advises you to limit your job advertisement to the required core competencies and experience. Then select your favorites among the applicants and invite them for a first telephone interview.
"Don't make it more complicated than it is by asking for qualifications and experience that aren't mandatory," she warns. "Ask yourself what's really important to get the job done successfully, and whittle that list down to a maximum of 5-8 must-haves that must appear in the job posting."
4. they do not provide information about benefits
Some ads not only contain too brief a description, but also say little about what the applicant can expect from his or her potential new employer. Here, too, you should be as specific as possible.
For example, do you offer flexible working hours, the opportunity to work from home, or good opportunities for advancement? For many applicants, a good work-life balance and the opportunity for further development are more important than financial incentives.
5. they do not think off the beaten track
To make your job attractive to candidates, you need to give them insight into what projects they can expect, what their responsibilities are, and how they fit into the company hierarchy.
"Today's candidates are looking for a way to advance their careers, not just a job. So make it clear what opportunities for advancement and training you can offer them," advises Szentkiralyi. "Give candidates a glimpse of what their future could look like working at your company - and they'll be likely to apply to work for you.
Our offer for you
If you want to reach the best IT professionals, contact us. indivHR helps to become even more successful in recruiting and to avoid common mistakes.
As recruiting specialists with many years of experience, we know exactly how to design the candidate journey so that you are always ahead of your competitors. So that you get the best employees.
English 
Deutsch 
