Great hiring inspires the right person to say, ‘This is where I belong.’
Hiring top-tier permanent staff is becoming increasingly challenging, with demand surging not only in local markets but globally. The competition is fierce, and to attract the best, your job ads need to do more than just exist—they need to sell.
Let’s be honest: generic job descriptions don’t cut it anymore. When was the last time you referred to your own job description to guide your day? Exactly. The same goes for potential candidates. To grab their attention and make them hit that “Apply Now” button, you need to create an ad that speaks to them directly, showcasing not just the role but why it matters to them.
What Should You Include in Your Job Advert?
Based on feedback from a small sample of Developers here are the key things they want to see in your advertisements:
- Work Flexibility: Be specific about remote working, hybrid options, or flexible schedules. Don’t just say “flexible”—define what it means for your team.
- Tech Stack: Candidates want to know what tools and technologies they’ll be using. Is your company working with cutting-edge tech, or are they stepping into a legacy system? Transparency here builds trust.
- Daily Life: Paint a picture of a typical day. What’s their focus? What’s the pace? Help them visualize themselves in the role.
- Transparency on Salary & Benefits: Don’t play games. Include the salary range, bonuses, equity, and other perks. The clearer you are, the more interest you’ll generate.
- Project Details: Candidates are motivated by meaningful work. Share details about the project they’ll start with and future initiatives on the roadmap.
- Growth Opportunities: Outline how they can grow. What new skills will they develop? What are the promotion and pay-increase timelines? Specifics matter.
- Team Structure: Explain how the team is organized. Will they be part of a small, agile group or a larger, more structured environment?
- Decision-Making Power: Be clear about the level of autonomy they’ll have. Will they influence the roadmap, or is it a task-driven role?
- Role in the SDLC: Which parts of the Software Development Life Cycle will they engage with? Are they designing, building, testing, or all of the above?
- Debugging vs. Building: Clarify how much time they’ll spend fixing bugs versus creating new features. This balance is a deal-breaker for many developers.
- Impact: Why does this work matter? Share the bigger picture and how their contributions will make a difference.
- Team Credentials: Highlight the skills and experience of the team they’ll work with. Talented peers can be a huge draw.
- Management Style: Describe who they’ll report to and their leadership approach. Candidates want to know they’ll mesh well with their manager.
- Travel Opportunities: If travel is part of the job, mention it. For some, it’s a perk; for others, it’s a deal-breaker.
- Work Environment: Share photos or videos of the office or workspace, if applicable. Visuals can significantly enhance your ad’s appeal.
Why This Matters
Still skeptical? Take a moment to search for your role on LinkedIn (e.g., “Python Developer”). You’ll find a sea of uninspiring ads. Would you apply to any of them? Or would you wait for a top-tier company like Facebook or Google to come knocking?
The truth is, most job ads blend together, offering nothing unique to distinguish one from another. To stand out, you need to focus on what makes your opportunity different and better.
Yes, crafting a tailored job ad takes effort. But the payoff is worth it. By addressing what candidates truly care about, you’ll attract not just more applicants but the right ones.
Beyond the Job Ad: Supercharging Recruitment
If you’re serious about hiring, don’t stop at a great ad. Optimize your entire recruitment process. For smaller hiring campaigns, check out my guide on running an effective recruitment process: Read it here.
And if that doesn’t work, I’m here to help. With years of experience and a network of incredible talent, I can help you find the perfect fit for your team. Reach out to me anytime at [email protected].
The Bottom Line
Generic job descriptions are a thing of the past. The future of hiring is all about crafting ads that resonate with candidates and show them why they should choose you. With a little extra effort, you can turn your job postings into magnets for top-tier talent.
Here’s a quick summary of the key questions to address in your job ad:
- What’s the flexibility like?
- What technologies will they work with?
- What does a day in the role look like?
- What’s the salary and benefits package?
- What projects will they contribute to?
- What are the growth and promotion opportunities?
- How is the team structured?
- What decision-making power do they have?
- What’s the split between debugging and building?
- Why does their work matter?
- Who will they work with and report to?
- Is travel involved?
- What does the workspace look like?
Take the time to answer these, and you’ll be well on your way to creating job ads that not only stand out but deliver results. Good luck—and if you need help, you know where to find me.