Do you find it difficult to find candidates for vacancies? Or candidates who actually fulfil your requirements? If so, it might be worth taking a closer look at your job adverts. Find out the five common mistakes recruiters make when writing a job advert - and how to write an advert that stands out from the crowd.

1. the text is inaccurate

You (hopefully) don't buy a vehicle that is described in an advert as a "nice car, four-door, red". However, when it comes to a vacancy, candidates often come across job adverts that are just as detailed.

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'll fit the job," she explains, "Give as much information as possible to speak to 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 vacancies are generic in nature, so they don't really identify with them," she says.

2. the job 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 advert will most likely be a waste of time.

"Job titles vary greatly, so be aware that candidates may overlook your job advert if you use different search criteria," explains Ilka Szentkiralyi. "If possible, use a generic job title Alternatively, refer to alternative job titles within the job advert so that your advert is displayed to candidates in online searches.

And if you're looking for someone with specific skills, do your research to make sure you're using the right technical term. It's important that you use the terms that applicants are looking for.

3. your job advert lists too many requirements

Of course you want to find the right person for the vacancy, but a seemingly endless list of requirements is sure to put candidates off.

Ilka Szentkiralyi advises you to limit your job advert to the core skills and experience required. Then select your favourites from the applicants and invite them to an initial 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 is really important to do the job successfully and reduce that list to a maximum of 5-8 must-haves that need to appear in the job advert."

4. you do not provide any information about benefits

Some adverts not only contain too short a description, but also say little about what the applicant can expect from their 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 promotion prospects? For many applicants, a good work-life balance and the opportunity for further development are more important than financial incentives.

5. you don't think off the beaten track

To make your job attractive to candidates, you need to give them an insight into what projects they can expect, what responsibilities they have and how they fit into the company hierarchy.

"Today's candidates are looking for a way to advance their career, not just a job. So make it clear what progression and training opportunities you can offer them," advises Szentkiralyi. "Give candidates an insight into what their future could look like if they work for your organisation - and they'll be more likely to apply for a job with you.

Our offer for you

If you want to reach the best IT professionals, get in touch with us. indivHR helps you become even more successful in recruiting and avoid common mistakes.

As long-standing recruitment specialists, we know exactly how to organise the candidate journey so that you are always ahead of your competitors. So that you get the best employees.