Create a Hiring Ad

Introduction Start With a Compelling Hook List the Essential Functions of the Position Give an Overview of Your Company or Organization List Smaller Responsibilities and Job Requirements List Skills, Experience, and Education Requirements Highlight Any Special Aspects of Your Company or Position Include a Call to Action Being Clear and Specific Can Help You Find the Right Fit Conclusion

Introduction

Hiring the right people is a crucial part of the success of any company. As such, it's important to create a hiring ad that will attract qualified candidates and help you find your next great hire.

However, if you don't know how to write an effective hiring ad or what goes into one, it can be difficult to come up with something that will work for your organization. To help you out, we've put together this post on how to write an effective hiring ad. If you follow these steps closely—as well as make sure that your job description itself includes all of these elements—you'll have created a powerful tool for attracting top professionals who fit perfectly with your goals and mission!

Start With a Compelling Hook

Your first sentence should be a hook, a short and compelling statement that will pique the reader's interest.

The second sentence should explain what type of person you're looking for and why they'd be perfect for the job.

The third paragraph gives more details on what the job entails (but still doesn't give it all away).

Your closing paragraph should include a call-to-action that prompts applicants to apply right away!

List the Essential Functions of the Position

Now, let's create a job ad that will attract the type of candidate you're looking for.

First, think about what the person will be doing most of the time. For example, for a software developer position, you might want someone who can write code in multiple languages (like Python and C++) and test it to ensure it works correctly. This is called "technical" work because it involves specific technical skills—in this case, programming languages and testing methods.

Next, think about any other essential functions that may not be part of the regular day-to-day duties but still need to be done occasionally or regularly by someone within the department (such as answering emails or scheduling meetings). These are known as "non-technical" jobs because they don't necessarily involve expertise or knowledge—just basic tasks like responding to people who send messages through various communication channels (email/chat/etc.).

Give an Overview of Your Company or Organization

It's also essential to give applicants an idea of what it's like to work for your company. A hiring ad can offer insights into the culture, mission, and purpose of the organization, as well as its current size, growth rate, and benefits offered. It may be helpful to include a link where interested candidates can learn more about the company’s mission or vision statement (if you have one).

In addition, consider including information about what types of people you are looking for: Do they have specific educational backgrounds? Are they technical experts or generalists? If possible, provide some examples of ideal candidates that would fit well with your team.

List Smaller Responsibilities and Job Requirements

List smaller responsibilities and job requirements. Give a brief description of the tasks you want this person to do, including examples of work they would be doing. Make sure that each responsibility is specific and measurable (so you know exactly what it means), and make sure it's measurable by the person who will be hired for the job, you as the hiring manager, and their boss (if applicable).

List Skills, Experience, and Education Requirements

To complete this step, you'll need to list the skills, experience, and education requirements for the position you're hiring for. Describe the experience, education, and skills that are most important for the position.

Skills are specific talents or abilities that relate directly to duties in a job. For example: “Experience in preparing financial reports” or “Ability to work with a team on projects” or “Knowledge of accounting principles”
Experience refers to what an individual has already done over time that relates directly back to their qualifications for your job. For example: “Three years of experience working on small business loans” or “Five years at one company doing X role”
Education refers to formal training an applicant has received through post-secondary institutions such as colleges and universities (not high school). For example: "A bachelor's degree in marketing"

Highlight Any Special Aspects of Your Company or Position

Hiring ads can be a tough nut to crack, but they’re an essential tool for attracting top talent. If you want to create a hiring ad that gets noticed and generates results, it should include the following elements:

A catchy headline. This is the first thing people will see when they come across your job posting, so it needs to grab their attention right away by telling them what the position is about and why it sounds interesting (e.g., “You’ll be working with some of the most innovative minds in business today!”). Keep this concise and informative so you avoid turning off potential candidates who aren't interested in reading long copies.
An image or video that represents your company culture. If possible, include something visual like an office selfie or a still from one of your products being used somewhere fun (like at an amusement park!). This would help entice new hires by showing them how much fun they could have worked at your place if they were lucky enough to land this gig!

Include a Call to Action

A call to action means you're telling the reader what they should do next. It's a clear, specific instruction that directs the reader's attention towards your desired outcome. It will let them know exactly what they should do, and when they need to do it by.

You can use a few different types of calls to action:

Deadline: When does the job close? What date do you want applicants to apply by? What date should applicants submit their resumes?
Contact Information: Where can applicants send their resumes? Who should they contact if interested in applying for this job? Where is the best place for them to fill out an application form online?
Map/Location Hint: Do you have an office location where interested candidates can visit or drop by during business hours? If so, give them an address! Include which days and times are best for appointments (i.e., Monday through Friday between 10 AM-2 PM).

Being Clear and Specific Can Help You Find the Right Fit

When writing a job description, it’s important to be clear and specific. The more information you provide about the position, the better-qualified candidates will be for your job opening.

Here are some best practices for creating an effective ad:

Use a hook to catch the reader's attention
List essential functions of the position
List skills, experience, and education requirements (if they are not obvious)
Highlight any special aspects of your company or position that might appeal to certain candidates (e.g., mentorship opportunities or flexible work arrangements)

Conclusion

If you create a hiring ad that is clear and specific, you will be able to attract candidates with the right skills and experience. The best part about this approach is that it works for any position within your organization. Whether you’re looking for someone to fill a new role or need help filling an open position in your company, creating a hiring ad can be beneficial if it resonates with potential applicants.