Earlier this week an email from Recruiter Daily interviewed Luke Carolan from Aspire Solutions International about why you need to spend more time on developing the details in your job ads. He recommends the following best practices:

• Clients do check advertisements. Does your ad represent the client correctly and attract the candidates it is seeking?
• What kind of ad response do you want? Are you looking for a targeted response with specific candidates or a broad response for maximum resumes?
• How easily can your ad be found? “Keep in mind many candidates will be using a key word search. This means it’s a good idea to have the title of the position mentioned three times within the body of the ad. When listing the ad be specific, especially on things like location. A ‘Sydney CBD’ opportunity will be found in a ‘Sydney’ search however a ‘Sydney’ opportunity will not be found in a ‘Sydney CBD’ search.”
• Your job ad should specify, as a minimum:
  • location;
  • money;
  • required experience/qualifications;
  • description of the position and your client;
  • why the opportunity is available;
  • what’s special about the opportunity and client;
  • duties of the position;
  • how long the opportunity will stay available;
  • your contact details; and
  • how to apply.

Cramming all of this into a traditional job ad might not be that easy.

However if you use social media effectively (or just have a high performing career’s website) you can supplement this information with additional insights, audio, images and video.