How to Advertise a Job in 4 Simple Steps

Preparing carefully, producing a great job ad, posting your ad, and following up with applicants are the best ways to promote a position effectively. Any firm that wishes to employ fast and effectively must understand how to market a position and locate the best applicants. Furthermore, learning to advertise positions via recruiting tactics can help you save money on hiring and maybe add strong, skilled people to your company.

ZipRecruiter is a recruiting software that enables you to sync your job advertising to over 100 prominent job boards, potentially reaching thousands of people. You’ll get a FREE Highlight Enhancement ($60 value) to help your job ad stand out from the crowd—and you may advertise your vacant position for free, to begin with.

1. Get ready to advertise.

Before initiating a recruiting plan, firms must take a number of actions. This involves eliminating disorganization and unexpected events, such as running over budget, which may lead to protracted recruiting processes.

• Determine your requirements: Determine which roles you need to fill first.
• Check with leadership before publishing: Checking with leadership before posting an advertisement ensures that all team members are on the same page. Plan and discuss how the job will be worded and promoted.
• Take into account your budget: Determine how much money you have to spend on advertising, recruiting, and onboarding your applicant. A two-week job advertising on a high-priced employment board may easily cost a couple of hundred dollars. It’s critical to plan ahead of time and ensure that you have the resources to discover the ideal applicant.
• Create a job description: Creating a job description before starting the recruiting process will make it simpler to advertise the position. Job descriptions aid in the creation of job ad content for the recruiting process. They should also use a variety of terminology to appeal to a wide range of prospects.
• Consider employing tools to help you recruit: Professional recruitment software can help your company with every step of the hiring process, from writing the job description and ad to monitoring candidates and onboarding new hires.

2. Create an effective job advertisement

You can construct an effective job ad that will attract strong, suitable applicants by using your job description as a guideline. You can swiftly and cost-effectively employ the finest applicant by following these steps to create a job post.

• Position Title: Create unique job names that are significant to the business, but make sure the title fits the job description exactly. If you insist on adopting a humorous or unique title, pair it with the more commonly known form, such as Marketing Rockstar (Marketing Executive) or Beverage Dissemination Officer (Bartender).
• About the company: Tell potential employees why they should join your organization. What is the name of the business? What is the purpose of this organization? What is the culture of the company? Begin by introducing the reader to your brand, and then go on to a description of the job you’re looking to fill.
• Job Description: Make sure you describe the job in detail and provide a list of duties. Giving too much information in the ad without providing enough insight on the job will result in unqualified applicants responding to your ad. Furthermore, presenting just the most basic job responsibilities information might lead to a misinterpretation of the ad story.
• Applicant Requirements: Describe what education, experience, and abilities are necessary for the position in your job post. Make a list with information like “Bachelor’s degree in Communications necessary,” “Quickbooks software proficiency required,” and so on.
• How to Apply: Include a section in your job post that instructs job seekers on how to apply for the position. “Apply with your résumé and cover letter to careers@companytitle.com,” for example. We recommend utilizing a ghost email account so that no one on staff needs to give their email address and candidates don’t abuse it.

3. Post Your Job Advertisement

Employing word-of-mouth, posting to a job board, promoting on social media, and using recruiting tools are the most effective methods to recruit. The first week of advertising for many job posts sees the highest action.

You may develop a cost-effective strategy to get the word out about your job opportunity by partnering with a job board, such as ZipRecruiter, which provides a four-day free trial.

One of the most effective methods to find great candidates is via word of mouth, which includes employee recommendations. Reaching out to reputable experts within your network increases your chances of receiving a rapid reference or application that is a good fit for you. You may let prospective internal applicants know about the available job by posting it on a break room bulletin board or sending out an email.

A job fair is another wonderful venue to advertise vacancies. Businesses put up booths and have applications available for prospective workers to apply for vacant jobs at these one- or two-day events. Hundreds of job searchers might congregate during a job fair. You may also see your applicants in person and conduct interviews on the spot.

There are a variety of free job advertising options available, albeit there are restrictions on where you may post and how long your position will be visible.

Consider utilizing a job posting service with a subscription if you want a more full job board experience with more possibilities. These give additional features that may make the recruiting process simpler, such as templated job advertising, simultaneous publishing to numerous major job boards, and applicant sorting and screening.

What If I Told You… On average, 250 resumes are sent in response to a job ad. More information about recruitment data may be found in our article.

For some sorts of jobs, such as marketing and design, social networking sites may be useful. They are also occasionally free to use.

These third-party companies, often known as headhunters, are engaged by corporations to swiftly recruit qualified, pre-assessed applicants in return for a charge of 20%–30% of the hired person’s first year’s pay. For example, if you recruited a $100,000 individual, the hiring business would be paid $20,000 to $30,000 over the first three to six months.

Many companies that utilize staffing agencies take the effort to choose one that works in their sector or specializes in it.

4. Make sure to follow up on your ad.

After you’ve posted your job posting, make sure you follow up and examine resumes as soon as possible.

• When the job market is active, it’s vital to follow up and examine resumes as soon as possible. If you don’t analyze resumes in a timely manner, excellent personnel may become unavailable.
• Refresh your job postings: Some job boards include a “job refresh” option, which guarantees that your job posting remains at the top of the first page of job search results. You should update your job ad once a week while it is still online.
• Make it as simple as possible for passive talent to apply: It’s a good idea to look for passive applicants (those who already have employment). Making it simple for them to apply for your job is the greatest method to get their attention.
• Maintain contact with candidates of interest: In addition to responding immediately to job searchers for the first contact, keep in touch with your candidates of interest on a frequent basis. A weekly phone contact or email will reassure them that you respect their time and the chance to work with them.

Job Postings for Multiple Positions

You won’t always be able to recruit one person at a time, so when it’s time to advertise and hire for numerous positions, use these techniques to hire multiple people at once.

• Make a priority list: The easiest method to get your key posts filled as quickly as possible is to focus on the most vital roles. Although you may have numerous job postings up at the same time, you should prioritize reviewing applicants and scheduling interviews for the most crucial positions.
• Track your candidates: Keep track of your candidates as they go through the pipeline. Using a platform that tracks applicants and their progress through the recruiting process may save you and your team a lot of time.
• Establish a budget for each available position: When you’re recruiting for numerous roles at once, it’s critical to know how much money you’re spending on advertising and what your expected return on investment (ROI) will be for each one.

Conclusion

One of the most critical duties you have as a leader is to build a team with the greatest personnel. Knowing how and where to market your current job opportunities will also improve your chances of attracting top applicants. Make certain you’ve established a budget, addressed vacant positions inside the organization, and crafted a compelling job posting.