Your Job Description Was NEVER Meant To Be Your Job Ad

Did you know for every 1 applicant you see in your inbox, there are 100+ potentially interested and qualified candidates who didn't make it through the application process?

The problem is most companies are using a job description instead of a job ad.

Your job description was NEVER meant to be your job ad!

What's the difference between a job ad and a job description?

A job ad is meant to attract candidates to apply for the opening while a job description is meant to outline the details of the position.

So why use a job ad over a job description?

• A job description can be extremely boring to the job seeker.
• A job description makes your job appear to be the same as all of your competitors' ads.
• A job description talks all about what you need and not enough about what the job seeker gets.
• Job ads are engaging and creative.They help the job seeker to envision themselves working at your company in the position you are advertising. They tell the job seeker WHY they would want to work for you, not just a list of job requirements.

The biggest mistake a company can make with their job ad is to copy and paste their "legally reviewed job description" into the description box. Your potential job seekers will think the job sounds boring and impersonal and will move on quickly.

So how do you write a killer job ad?

We know that the best job ads follow a particular formula for success. Part emotion, part snapshot, part science, long on the unique benefits available to candidates and short on the boring legalese.

The primary goal of your ad is to create a consistent flow that explains to people why they should want this job versus what they do right now. Here's what our expert job ad writers suggest:

1. The Elevator Pitch: 1-2 paragraphs to tell the job seeker what you're looking for and why they might want the job. This is where you highlight your biggest benefits and differentiators.
2. About Our Company: Explain what the experience of working for your company is like.
3. A Day In The Life: Explain engagingly what the job is actually like and what they can expect.
4. The Work Schedule & Environment: Help the job seeker understand the work schedule and environment. Be as specific as possible!
5. Job Requirements: Less than 10 HARD requirements. Stick to functional requirements. Rather than "X number of years of experience in sales", try "experience cold calling."
6. Call To Action-Encourage To Apply: Push the job seeker to take the next step. Provider details about what they can expect from your application and screening process.

We have found that our clients using this strategy have increased their qualified applicants anywhere from 50-300%!!!

Download our FREE Job ad template to help you write killer job ads that will have the best applicants flowing into your inbox!