3 Must-Do’s for Creating Job Ads That Will Actually Get Candidates' Attention

September 4, 2017

It’s that time of year again. College graduates are flooding the candidate pipelines and you just happen to be hiring. But, all these new recruits means a rise in competition for the best new talent out there. You want, no - you NEED the most talented individuals to join your team. But how?

Through your job ads of course! I mean seriously, how else are you supposed to grab their attention? Here’s the thing though, in this recruiter eat recruiter world, the same old boring ads just don’t cut it anymore.

They need to be engaging, interesting, and creative. And, not to brag (okay...totally to brag) but job ads just happen to be a specialty of mine. Here’s what you need to remember to attract the candidates you want:

1. Make it visual

With social media, the rise of video content, memes and GIFs we have come to live in a visual society and your job ads need to reflect that. Who wants to read a laundry list of facts/requirements anyways? Just get to the point!

Creating captivating visual material is key to not only attracting, but also keeping the attention of possible candidates. The average attention span is now only 8 seconds long (shorter than that of a goldfish…) so you really have your work cut out for you.

Plus, with images comes the opportunity to really show your stuff. Company culture, brand, and more can easily be showcased by offering up the proper visuals and making a connection with your audience. Below you’ll see what I mean. This ad expresses a sense of humor, lets the candidate know what job is needed right away, and the use of a widely known logo is enough to grab the attention of even the most entry level of designers. Also you’ll note, it’s not for Apple.

2. Make it clever

So, this one is kind of a no brainer. What’s the best way to grab anyone’s attention? Play off trends and pop culture. Especially when it comes to graduates and the younger generations in the workforce - you want to seem like one of the cool kids.

Again, use the latest trending memes, new movie releases, video games, whatever that you feel may relate to the target candidates you are looking to attract. Besides, who doesn’t want to work for a company that gets all their punny Star Wars jokes?

3. Make it challenging

Want to kill two birds with one stone? Find out if your candidates are actually qualified by making the job ad also a skills assessment. Wait...but...how? Well, to be honest, it might take quite a bit of brain power. But, if you’re really wanting to attract the right people, this is the way to go. And, “Ability to perform” assessments (such as these) are the second highest predictor for a potential employee’s performance, measuring up to 26%.

So, if candidates are able to crack your codes, they’re bound to be the right fit. Plus, what better way to provide an example of your company's work and get them intrigued in the position?

While this one is relatively simple, you can create more complex games, puzzles or clues to weed out the candidates you don’t want, while attracting the creative and hard working folks you DO. And it doesn’t just work for creatives. You could ask a call center applicant to “call me maybe” or a content creator to whip up a story based on a writing prompt.

Long story short - Stop. Being. Boring. No one wants to really read a long job ad anymore. It’s all about quick, witty, and innovative ways to connect, engage, and attract. Don’t get me wrong, obviously they have to read SOMETHING. But, make it a joke, or a puzzle; something that makes them think and stay on their toes.

Candidates want to know in this new position they will be challenged and have a great culture fit with you and the rest of your team. So, show them. It’s not all about being pristine and proper. Be wild. Be creative. Be unique.

And, here’s an extra job ad sample just for fun (and because it’s hilarious).

What are the best job ads you’ve come across? Gather with us on Twitter and we’ll share a giggle! @RedBranch

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