If you’re looking to expand your team and make a new hire (or more), you’ve probably already started thinking about what the job posting will look like. You might have already uploaded it to your company website and seen candidates trickle in.
But if you’re worried you’re not getting the right candidates — or even enough candidates — there’s another step you can take to improve your hiring process. You can post an ad.
Yep, just like a business can take out a page in a magazine or Pepsi can buy a $7 million 30-second spot during the Super Bowl, hiring managers can create an ad for a job to bring awareness to the open role and entice more qualified people to apply.
One of the easiest websites to create a job advertisement is ZipRecruiter — it’s the #1 recruiting website in the world, and it includes features that can help get more qualified eyes on your job posting.
Additionally, there are ways to boost your job posting’s visibility once you’ve posted on a job site.
For example, utilizing a job board’s advertising capabilities to draw interest in your open positions can be a game changer for many companies looking to hire, but there can be many questions around how to do it — and how to make it the best it can be. We’ll answer those questions for you here.
How To Write an Effective Job Advertisement
When writing your job posting, be straightforward. You want to make sure the candidates know what to expect from joining your team and won’t quit due to a misunderstanding of the role.
First things first, make sure your job title 1.) matches the job description and 2.) is something people would actually be searching for. Job seekers aren’t likely searching for a “social media guru” job, but instead are using the search bar for positions like “social media manager” or “brand marketing coordinator.”
Then give an overview of the role, preferred and required skills and qualifications and who they’ll be reporting to. Don’t forget the job responsibilities! The most effective way to get your information across is with a bullet point list and using “to be” verbs instead of “ing” verbs.
For example: saying “you’ll be assisting with special projects and creating presentations” isn’t very strong. Instead, try this:
Job responsibilities include:
- Assist with special projects
- Lead production of sales presentations
Make sure you include crucial details, like location (or remote), as well as the company culture and benefits that are being offered.
And while not required, including a salary range in your job description can help manage candidates’ expectations and prevent you from falling in love with a candidate who won’t settle for what you’re offering.
Where to Post a Job Ad
Once you’ve written an effective and enticing job description, it’s time to get some eyes on your open position.
If you’re a company like Google or Meta, you’d probably get enough candidates just by posting the job on your own website — but for the rest of us, it’s important to amplify the role and bring in qualified candidates who might not have thought to come to your company website.
So, how do you do this?
You need to choose one (or more) job search engines to post your open job. Depending on your company, the type of role and urgency of hire, you can choose from hundreds of different websites to post your job.
How to Post a Job Ad
If you’re using ZipRecruiter to post your job advertisement, getting it up onto the internet is easy. It’s just four steps, and it starts with a four-day free trial.
Step 1: Click “post a job” on the top right corner of the ZipRecruiter website.
Step 2: Choose a plan and enter a credit card to validate your account (you won’t be charged if you cancel before the free trial ends).
Step 3: Fill out your job description and click “post.”
Step 4: Start browsing candidates.
How to Boost a Job Advertisement
In addition to posting a job on a major job board and hoping the right people see it, many of these job search websites offer a boosting capability to get more eyes on your listing.
For example, ZipRecruiter’s job boosting technology is called TrafficBoost. It places your job higher up on the search results and puts your job in front of more potential candidates. And because ZipRecruiter already syndicates your posting to more than 100 different job boards, you can get three times the amount of views.
TrafficBoost also includes your job listing in job-alert emails and will keep boosting your open position for 30 days or until it reaches 100 views. Hiring managers can purchase one-off credits to boost their listing or invest in a subscription to lower costs. Double and triple boosts are also available.
Conclusion
Posting a job advertisement on a job-search website is one of the smartest things a hiring manager can do to get the most qualified candidates and make their next great hire. Utilizing a job-boosting technology on one of these sites can make the process easier and faster.
Are you ready to post a job? Sign up for your free ZipRecruiter trial and see how easy it can be to make a hire.
