Attract Top Talent

Job postings are usually the first impression job seekers get about a business. Yet, 65% of employers don’t get job postings right the first time and end up revising them [2].

Our colleagues at CASE (Canadian Association for Supported Employment) explored what motivates job seekers and what they’re looking for in a job posting, and find many of the hallmarks of an inclusive job posting.

While the research here may be based in Canada, we have found the same outcomes as part of our Digital Recruitment Reviews across Scotland. Read the top tips on how to write an inclusive job advert…

Take Your Time – Focus on Quality

When you’re busy, it’s tempting to pull that old job posting out and repost it as is. But if you really want to save time, review the content with a critical eye before posting it.

Half (52%) of job seekers say the quality of a job description influences their decision to apply for a job. Almost one third (30%) would stop applying if it contains spelling or grammar mistakes [2].

Ensure all the information is correct and up to date.
Use plain language and avoid jargon. Is the information clear? Is the job title easy to find using keywords?
Check the spelling, grammar, and punctuation.
Use sub-headings and bullets to make it easy to read at a glance and on mobile devices.

Be Transparent about Salary and Benefits

The most important element of a job posting for three quarters of job seekers is salary information. More than one-third (38%) would abandon an application if the salary range is not disclosed [3]. This isn’t surprising since most job seekers are motivated to search for a job with higher pay (74%) and better benefits (70%) [3].

Include a starting salary or salary range.
Add information about the benefits and perks.
Indicate whether the work location and hours are flexible.

Be Concise – Include Critical Information

Short job postings of up 300 words get 8.4% more applications per view than average [5]. Include only critical information.

Shorten your list to the most crucial requirements and skills needed to do the job well.

Include special considerations, like travel or working outside regular hours.
Don’t overuse keywords for search engine optimisation (SEO), which can lead to vague job postings that put off strong candidates [6].
Stand out by adding performance goals or what success looks like, for example “closing 5 sales per month” or “improving guest satisfaction.”

Include Only Key Organisational Details

When reading job postings, many job seekers skip descriptions of organisations [4], which they can find elsewhere. They will often research an organisation’s employee happiness (58%), overall rating (50%), and diversity (24%) [3].

Job seekers often research an organisation’s employee happiness, overall rating, and diversity.

Limit information about your organisation to what job seekers need to know to decide whether you’re a good fit for them.

Keep the Process Simple

One third might abandon an application if the functionality is clumsy, repetitive, or not easy to fill out [4]. Almost half of job seekers find that most job application processes are too long and complicated, and more than one quarter (28%) research a company’s interview process [4]. We have found that 18% of tasks required in a job application create a barrier that stops the process for many disabled applicants. That’s potentially great candidates that do not continue with the application and will be unlikely to apply again for future roles.

Ask a few people to do a test run to ensure your online application process is user-friendly and accessible.
Include the recruitment process and timeline in the job posting.
Ask all interviewed candidates for their feedback on your application and hiring process.

Additional Tips to Enhance Inclusion

Mention that alternative expertise or experience will be considered.
Include a statement about your organisation’s commitment to inclusion, accessibility, and equal employment opportunity.
Advertise your job on sites that are accessible to job seekers who experience disability and on those that reach more diverse candidates.

By developing quality job postings that are inclusive and posted on sites that are accessible to more people, you will increase the number of applications from top talent for your positions.