How to Write a Great Job Advert

Every company wants to attract the best candidates to their outfit, which is what makes writing and effective and eye-catching job advert, is crucial. To get you started, we’ve put together a few pointers to consider when advertising your next open position.

Think like a Marketing Executive

Advertising a job is much like advertising a product, only instead of trying to engage a sale from a customer, you’re aiming for an application from a potential candidate. However, all the same rules of the classical ADIA marketing still apply; that is:


Create a concise, clear, yet enticing headline that will grab a potential candidate’s attention so that they read more about the job. Falling at this hurdle by creating miss-leading and/or cloudy headings will see potential candidates skip right past your advert.

Think also about the type of candidate you want to attract, your company ethos and image. Are you a fresh, fun and young outfit looking for graduates to help drive your business forward, or an established outfit on the prowl for seasoned professionals to guide the company in the right direction?

Think about the wording and how your target audience is likely to react when reading your heading. Only then will you begin to maximize your adverts potential!


After grabbing a candidate’s attention, you’ll then need to keep it by highlighting all the benefits of joining your company. Of course, make it clear what you would expect from potential suitors to the role, but also focus on how the role can benefit candidates too. Do you have a cool or funky chill-out area in your office? Then tell them about it! Are your offices equipped with state-of-the-art computers? Then wax lyrical.


Okay, so you’ve got their attention and you’ve managed to hold it all the way through your job advertisement. Now comes the tricky part – making them desire, or want to apply for the job. To do this you must convince potential candidates that the job will satisfy their requirements.

Obviously, everyone’s requirements will be different, so it’s impossible not to leak a few people at this stage. However, by clearly listing everything that your company can offer to a candidate you’ll keep your losses at a minimum.

Things like progression opportunities, office location, company ethos and working environment should all be briefly touched upon so that candidates know exactly what they are applying for. By doing this, you’ll have candidates unconsciously ticking check-boxes in their heads and generating a bigger desire to apply for the job.


The final step is to lead potential candidates to an action – in this case applying for a job. The best way forward here is to place your advert on as many high profile job boards as possible, making the application process for all job-seekers extremely simple. If you need help with placing you job advert online, see our job advertising page for more information.

What NOT to Put in a Job Advert

Although your goal is to stand out from the crowd and attract as many candidates as possible, there are a few things you should refrain from in doing so. These include:

  1. Large graphics (which make for slower page loading times)
  2. Fancy looking fonts (which distract from the content itself)
  3. Too much information (nobody wants to read 3 pages before applying for a job)

And Finally…

Remember that can help you with all of your job advertising needs, including candidate assessments and advert placement on over 70 of the UK’s leading job boards!

Jobseekers Going Mobile

Over the past few years, with the sudden boom of mobile devices, internet on-the-go has fast become a major part of our lifestyle. It means that web-surfers consuming content online are no longer satisfied with traditional websites, especially when it comes to service-orientated websites.

The days of clunky mobile web experiences are quickly becoming a thing of the past, forcing companies with a mobile-audience to offer up a more modern viewing experience on mobile devices.

Now, according to a recent study carried out by CV-Library, around 56% of candidates are using their mobile devices when job hunting. It’s a statistic that recruiting companies too, must now take notice of when advertising their vacancies online.

CV-Library has been focusing on mobile technology over the last 6 months, ensuring that all candidates will be able to search for jobs on-the-move via a mobile-friendly web interface.

The managing director of CV-Library, Lee Biggins, said that “Mobile innovation cannot be ignored, especially within the online recruitment industry where candidates continually require instant and easy access to a pool of jobs or CV’s.

“As job adverts moved from newspapers to websites a decade ago, now we need to introduce mobile services to ensure we’re engaging with all candidates across the UK.”

CV-Library is just one of the many job-boards (including Total Jobs, Reed, Monster and more) that can post your job across, ensuring that potential candidates can view your advert on all devices.

Not only that, but we can also provide the service at a much lower price than going direct to each job board. Visit our job board advertising page for more details.

Jobseekers Looking for Digital Breakthrough

A recent study carried out by has shown a 30% increase in the number of applications for jobs within the electronics sector over the last year, with applications for IT-related jobs also rising by 10%. It’s not a surprising jump – considering the fast pace at which technology is evolving – and it seems that those looking for work are becoming more savvy to the growth of the tech industry, focusing greater ambition to get their ‘foot in it’s door’.

And it’s something that hiring companies must now consider – when advertising jobs for within their outfit – in order to attract the best candidates possible.

I remember when I was first trying to break into the digital scene. I would prowl the internet for hours on end looking for any sign of an entry-level position that required little or no digital experience. Granted, I had experience in other areas – statistics, analysis and marketing to name a few – but I recognised that the way forward in the modern game was through technology. I was desperate to land a job that would offer me exposure to the digital industry and bolster my chances of a successful career in the future.

The point I’m trying to make here is that many job advertisements just didn’t fit what I was looking for in a full-time roll. There was very little on offer when it came to digital training or technological advancement. It all boiled down to, in most cases, either you were an IT person or you weren’t – there was no middle ground for people like me trying to push their way through into the industry.

Luckily for me, I managed to find that one job that offered me the assurances that many other job seekers are looking for today – an introduction to the tech-side of business. Be it through social media, online analytics programs or digital advertising, I was constantly exposed to new technology, laying the foundations for what has now been a great few years working in the industry.

So, what’s the lesson here?

Put simply, more people are turning their heads towards a career in the digital sector. There will undoubtedly be many job seekers looking for that breakthrough role that introduces them to new and emerging technologies. It’s down to you as a company to bring the table – whether it be through a marketing role, sales position or customer services – an opportunity to learn and grow with modern business techniques and technology!

In doing so, not only will you attract more people to the open position, you’ll also maintain a great working environment where staff want to work & learn all at once!

And remember, if you need any additional help when it comes to job advertising, is here to help! We provide all the tools and services you’ll need to hire the best staff possible for your company. Find out more by visiting our homepage.


Why Social Network Websites will Never Replace Job Boards

As we all (begrudgingly or not) move into a new era of mobile websites, content on-the-go and fervent social networking, some companies are starting to look at candidate recruitment in a different light. That is, a few businesses are turning their heads towards social media websites such as Facebook and Twitter to attract new candidates – which is understandable. After all, the explosion of Facebook and its global reach means that companies can’t afford to look the other way any more. But when it comes to job advertising and candidate sourcing, are social networking routes really the ideal way to go?

It’s a question on the lips of many recruitment specialists at this moment in time, and the fiery debate surrounding it is hotter than ever.

Our view is that social networking websites will always be cast in a supporting role when it comes to finding new talent; here’s why…

Social Platforms are Not Designed with Job Advertising in Mind

The main reason that online job boards replaced the traditional newspaper job advertisement columns is that they were a much easier and cost effective way of doing the same thing. What’s more, job boards have developed much more since they first arrived on the scene – with the introduction of CV databases, candidate searches, keyword matches & many other features.

So the question is, do social media websites allow us to do the same things as on a job board website, but much easier and cheaper? The answer is no.

Okay, so Facebook has a job board – that much is true. But these social job boards are not strong performers, quite the opposite, in fact. They do not offer all the same tools, CV databases and flexibility that classic job-sites – such as Reed and Monster – offer.

Social Media Websites are ‘Unprofessional’

To be honest, I don’t like the word ‘unprofessional’ in this regard; it seems a little outdated and comes with an old-fashioned vibe. But for want of a better word, it is.

Put it this way – social media websites contain information about a candidates that both you and the candidate in question would rather keep separate from job applications. There are many times that I’ve seen companies shy away from a potentially good catch, because of a less-than sophisticated profile picture or news feed on the candidate’s profile.

And it works both ways. People know that their profiles may not shed them in the most professional light, and so they too back off from applying to jobs via social networking sites.

Social Media Enhances Job-sites

What I will say about social media outlets is that they can greatly enhance the effectiveness of classic job-boards, from focused candidate targeting right through to a means of advertising your job advert. They essentially give you an extra ring to your ladder, enabling you to see farther and wider than you could with a job board alone.

It’s this kind of hybrid approach which works best for many companies, and is yet another reason why social platforms will never replace classic job-sites.

And Remember… can offer you all the expert advice and tools you’ll need when it comes to finding talent for your company, including effective job-advertising across over 70 of the UK’s leading job boards.

Investing in Youth – 3 Reasons to Hire a Graduate

Freshly qualified graduates are labelled – a lot of the time and quite unfairly so – as a group of loutish and work-shy slobs who would rather sit at home watching Jeremy Kyle than flourish in an exciting new career. I should know; in the past I’ve been tarred with the same brush as those few who give students and graduates alike, a bad name. But in reality, when it comes to hiring new recruits, an attitude similar to this could see you miss out on a potentially brilliant candidate and addition to your workplace.

So here I am, armed with three great reasons why you should invest in graduate youth when it comes to expanding your business.

Graduates Have Bags of Enthusiasm

They’re young, they’re ambitions and their dreams haven’t been squashed (yet). This all takes the form of raw energy in a graduate, which can be tapped into and utilised in all kinds of ways for your business. Whether that be integrating with other staff members, raising the morale of your team, learning new skills for the job or even just brightening the atmosphere up a little – it’s a great kind of energy to have in the office!

Granted, there can be times when too much energy can be a distraction, but it’s all about tapping into what’s there in abundance and controlling it.

Graduates are Like Chameleons

It’s actually a popular misconception that Chameleons can adapt to suit their surroundings, but the analogy will suffice for my point – that graduates are extremely flexible when it comes to a new environment.

They don’t bring with them any kind of baggage from past jobs, or draw comparisons from previous positions they’ve held. This makes them very easy to mould into your way of thinking when it comes to character development, so that they fit seamlessly into your setup.

Graduates Bring in New Ideas

Sometimes, a company can get so bogged down in its day-to-day routine, that there is neither time nor the room left for creativity to thrive. This is where graduates really prove themselves to be a popular asset among team-leaders.

A graduate is new to the business world. Their thought processes have not yet been restricted by business ‘best practises’ or ‘proven methodologies’. Their minds are essentially unshaped pools of new ideas and fresh outlooks.

And Finally…

If you are on the lookout for graduate talent, can offer you all the tools you need to find the right candidate for your company. From job board advertising to specialist advice, we’re here to help you find the right talent for your outfit!