Why NOT Do Your Job Ads Right?

You see them everywhere: job ads that are little more than corporate gobbledygook, pulled from a job description more interested in covering legal points than communicating with humans.

Ask yourself: as a recruiter, is this really the best you can do?

I would suggest that, in fact, you can do better — and that doing better will bring you great rewards.

In the fall session of ERE’s conference, we will be tackling the challenge of creating compelling, enticing, and effective job ads. We’ll be looking at some of the best examples — and examining why the bad ones are so awful. We’ll talk about why the art of creating a great job ad transcends any technological changes, be they social media, job boards, or ATSs, and how a great job ad lowers your cost per hire and drives up the quality of your candidates.

But September is a long time from now, and I really want to get started — so I’m making an open call for the best and worst job ads you’ve seen (or even created yourself).

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  • Is the language impenetrable?
  • Is it impossible to tell what the duties are?
  • Does the company inadvertently reveal more about itself than perhaps it should have?
  • Is the language so hip it’s square?
  • Does it leave out critical information?
  • Does it exceed the length of a typical novella?

Post your favorite ‘best’ and ‘worst’ in the comments below. Who knows? Perhaps we can line up some prizes for the best (worst?) submissions!

PS: If you have an ad that produced great results but doesn’t look like it should’ve — let us know! There is almost always some reason to the rhyme.

Jeff Dickey-Chasins is a veteran of the job board, publishing, and e-learning industries. Jeff was the original marketing director for Dice.com, growing it from $7 million to $65+ million in three years. He has worked with numerous job boards and HR-related sites over the past 20 years. His site can be found at JobBoardDoctor.

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