Job Board Ads Aren’t Long Enough

Have you ever taken a generic job description from HR, shortened it because a job board told you to, and posted it without another thought?

You might not want to hear this, but that’s not helping you fill your open positions.

It takes time and effort to create successful job board ads.

Job Boards Are Search Engines

Imagine what the hiring process is like today for a job seeker. They head to a job board, search for a job that matches their skills and location, and scroll through their options. With dozens of pages of options, they’re probably only looking at the first page or two.

With a few clicks, the job seeker can apply to dozens of jobs, then wait for a response. At that time, they may put in some effort and research the company prior to interviewing. If you don’t optimize your ad, high-quality applicants nor passive job seekers will be shown your open job. You’ll end up way down the list and nobody will know your posting exists.

By making your job ad longer and keyword optimizing it, just like you do for your website, you’ll give the job board search engine the information it needs to get your open job in front of the right people.

Provide Expectations in Your Job Board Ads

Job board ads aren’t long enough. A massive 63% of applicants want more information on a job ad. Applicants want to know what to expect once they apply, how long they have to wait to hear back, and what the interview and screening process entails.

When applicants apply for a new job, the majority of the time, they’re not changing careers or positions. Applicants are looking for a new boss, a new team, and a new company culture.

You’re missing the point by only laying out the job description. They want to know what it’s like to work for the new boss, how the team interacts, and what the company culture is truly like.

Use your job board ads to celebrate what makes your company great and why a candidate should choose you. Talk about the management style and how your company will invest in them as a person. Discuss the team they’ll be joining and your company’s values.

Don’t wait until the interview to play your best cards; after all, they might not even show up.

Be Clear and See Results

Above all, be clear with your job board ads. You may get fewer applicants, but that’s okay. Five high-quality candidates are better than sifting through 400 average applicants.

If you want top-notch applicants, you need a longer job ad.

Ryan Englin
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