In this article, you’ll learn the five steps we use to optimize our job advertisements and turn them into qualified applicant-generating machines for your business.

Choose the Right Market or Markets for Your Position

If you have a Manufacturing Supervisor position, then it probably doesn’t belong on Dice! It is vital to find job boards online that generate candidate traffic in line with the skills that the career requires. This goes for social media as well.

If you do not have the right targeting or data for a custom audience, it will not make sense to choose Facebook, Instagram, or TikTok as a marketing channel. It is challenging to identify which job publishers will deliver returns for your job. Start by working with as many publishers as possible to determine where you find the most substantial ROI.

Pick the Right Economic Model for the Distribution of the Job Distribution

This is a fancy way of saying, don’t fall for the wrong advertising model. Many sites will peddle duration-based job postings, but without appropriate CPM (cost per impression) metrics associated with your payment, it is best to avoid them.

Others will charge annual fees for job slot coverage, again without appropriate CPM metrics; these typically don’t work. Additionally, many will charge CPCs (cost per click) with costs way higher than usual.

Determine the Maximum You Are Willing to Pay for a Qualified Candidate That is a Skills-Based Match

This way, once you go live with your job advertisement, you can evaluate the market you choose for your job and the economic model and conserve your budget in case of making a mistake in 1/2.

Choose an Exact Name for Your Job Title and Avoid Abbreviations or Symbols in the Title of Your Job Posting

Programmatic recruitment marketing vendor, Appcast, evaluated thousands of job advertisements and found that those with a job description containing title abbreviations (Mgr instead of Manager) or symbols (“-) had conversion rates less than half of their optimized title counterparts.

Write the Job Ads With a Mindset of Sharing “What is in it For the Candidates”

Forget the braggadocios employer sales propositions, leading with the overly dry requirements, or outlining a laundry list of conditions that minimize your talent pool. The process should start with a clear description of the benefits the job seekers would receive upon becoming hired at your organization to generate interest. Then highlight the story of the company, culture, resources, and brand, and finally, create the requirements of the role.

Conclusion

All of these efforts with ads aim to attract potential candidates that are skills-based and match your company’s job specifications. We want your organization to make a successful hire based on your recruitment strategy.

Your Ideal Project-Based RPO Company

JCSI helps you find the most qualified candidates at 60-80% lower cost savings per hire. Allowing you to hire the best employee for the job, not just the best available through job postings.

Contact the JCSI team today to discover how our RPO recruiting services can take the headache out of making the perfect hire!