Advertising the job vacancy is the first step to recruiting the right candidate for the position – therefore it is extremely important that you make sure you get the job advert right the first time around, otherwise you may not get the response that you hope for which can be very timely and expensive – especially if you are looking to fill a very niche role, within the agricultural / farming industry.
In recent blogs we have discussed what to include in your job advert to attract the right calibre of candidates, but now it’s time to mention what not to include in your job advert – to prevent attracting lots of irrelevant candidates applying for your job vacancy.
If you provide the wrong information or use the wrong language within your job advert, it will not only represent your company poorly, but it can also encourage the wrong calibre of candidates.
Below are 5 points to remember when creating your job advertising campaign and writing job adverts:
1. Discriminating Language
Discriminating language isn't always as blunt as: ‘You must be a male over the age of 18’
It’s quite obvious that job adverts should never discriminate age, gender, race or disability, however below are some statements that can come across as discriminating, even though they don’t appear as blunt as the above example:
- ‘You must have recently graduated from university’
- ‘You must speak native French’
- ‘Foreman Wanted!’
Why could the statements above come across as discriminating?
There are 2 problems with asking the ideal candidate to be a recent graduate. The first is that the word ‘recently’ means the ideal person would need to have left college/university no more than a few years ago. The second is that what advantage does a recently graduated candidate have compared to a candidate who graduated 6 years ago? Both graduates would be educated to the same level and equally have the required knowledge.
If the ideal candidate must have strong native French language skills, you could be excluding perfectly ideal candidates who have excellent French language skills, who were not born in France, or moved out of the country from a young age.
Gender biased job titles can also cause problems – such as Sales Man, Foreman, Herdsman – instead try Sales Manager, Foreperson or Herdsperson.
Discriminatory language is likely to leave a bad impression of your company and cause legal problems – so make sure your job advert doesn't contain any discriminatory language when writing the job advert.
There’s nothing more irritating than reading endless lines of jargon – which is usually found in 2 places of a job advert.
Firstly, when writing a small paragraph about your company and what your company specialises in, make sure that it is clear and understandable for the average person – not just for candidates who have 10+ years within the industry.
Secondly, don’t use jargon when stating the job role details – try not to use phrases that are used only within your company. Make sure the role is described as clearly as possible, stating all of the relevant information according to the job role you are aiming to successfully fill.
3. Over Bullet Pointing
Nothing can put an applicant off, as much as an over bullet pointed essential skills list – that only a few amount of candidates are likely to possess.
Try to include no more than 5 bullet points including essential skills, experience, qualifications. Make sure the job advert criteria matches up to the level and salary of the job role that you are offering.
For example: Asking for a tractor driving licence and farming experience might be suitable for a Farm Manager but is not necessarily suitable for the Trainee / Seasonal Farm Role – such as a fruit picker.
4. Make the advert clear
If the ideal candidate must have certain skills and/or experience then make this very clear in the advert. Include filtering options on the advert, and filter out any applicants who don’t hold the desired skills and/or experience to save time filtering through lots of irrelevant CV’s.
For example if the ideal candidates must have BASIS/FACTS qualification – ensure the advert states ‘ideal candidate must have BASIS/FACTS’ rather than ‘BASIS/FACTS is advantageous but is not essential’ – as this implies that the qualification is desirable but is not essential.
Ensure the job advert details are clear to save wasting time and money.
Very similar to discriminatory language – try not to include negative language in the job advert by avoiding statements such as: ‘Previous applicants do not need to apply.’
Although you may not want specific types of candidates applying for your vacancy, it is not a good idea to base your job advert on the types of candidates that you don’t want to attract but instead aim to target the types of candidates that you do want to attract to the role. Include only the essential/desired skills in the job description as oppose to targeting the candidates that you don’t want applying for the role – and you will find you will receive a much better response.
Always remember that negative language has a negative impact on your company – and therefore it is very important to aim to keep the job advert positive.
If you would like any more assistance in writing your job advert – feel free to give us a call today on: 01905 930 037 and one of the team will be happy to help!