How to write a job advertisement? Tips and examples

If you ask how to write a job advertisement and if it can make all the difference in attracting top talent, the answer is YES. 🧲
Here, we’re not just talking about describing a job, we’re talking about making candidates want to come to you. 👀

And to do that, it’s essential to share the responsibilities of the job, but also the company culture and opportunities for personal development. 😇

Whether you’re a seasoned recruiter or taking your first steps in the recruitment plan, this article is for you. 🦋

Sit back, enjoy a cup of hot chocolate ☕️ and happy reading!

Understanding the role of a job advertisement

A job advertisement is a document (digital or printed), intended to inform candidates of a job opportunity in a company. 📝

What does it include? Well, for starters, details about the position to be filled, including:

• 1️⃣ Responsibilities.
• 2️⃣ Qualifications required.
• 3️⃣ Working conditions.

A well-written job advertisement needs to be clear, concise and engaging to capture the attention of potential candidates and, above all, entice them to apply. 😇

What are your objectives?

Here, we’re not just talking about informing you about a new vacancy. No, we’re talking about attracting qualified candidates by clearly describing the job title and missions.

How do I do it? 🤔

Well, by specifying the selection criteria, the ad automatically filters the candidates and thus allows you to target 🎯 the most suitable talents.

This not only reduces the time spent on applications, but increases the quality of interviews. ✨

Secondly, writing a job advertisement serves to reinforce the company’s brand image. By sharing the company culture, values and benefits on offer, the ad allows candidates to project themselves into their future role and see if the working environment might be a good fit. 👀

Finally, a good ad encourages candidates to take action quickly. 🔥

For this, what better way than to incorporate clear calls to action and provide information such as how to apply. ✨

The 5 key elements to knowing how to write a job advertisement

Now that you’ve understood the importance of a good job advertisement, we’re going to explain step by step the various key elements 🗝️ to take into account and add to your ad so that it attracts the best candidates! 🧲

Let’s go ! 🚀

1) Catchy title

A catchy title is the first impression your ad gives! It’s what immediately grabs the potential candidate’s attention amidst a sea of other offers. 🌊

Use words that pique interest while showing the position authentically.

For example:

• Join our dynamic team as a project manager ⭢ engaging.
• Project manager position available ⭢ not engaging.

So add a little personality and pizzazz but avoid overdoing it to stay professional. 😇

A word of advice: remember to use relevant keywords to appear in searches, without falling into the trap of over-optimization either.

Think of it a bit like a movie teaser, it should make you want to know more and click immediately! ✨

Here are a few examples to help you understand. 👇🏼

Good Catch Phrase	Bad catchphrase
Develop your career as a Full-Stack Developer with us!	We’re looking for a developer, apply here.
Dive deep into data to turn numbers into strategic decisions and shape the future with us.	Job vacancy : Data Scientist, please send us your CV.
Unleash your creativity and create designs that make a difference in every digital project we undertake.	Urgent need for web designers. Apply now.
Turn our ideas into reality as a UX/UI Design Expert.	UX/UI Designer position available, apply now.
Take the lead on our innovative projects as a Digital Project Manager.	Apply to be a project manager. Join us now.

2) Job description

A job description must clearly show responsibilities and missions so that applicants know exactly what to expect (no one likes unpleasant surprises 😅).

To do this, be precise, but avoid being too technical or vague. 🌊

For example, instead of saying “Manage projects”, say “You will be responsible for the planning, execution and supervision of projects, in collaboration with the technical and creative teams”.

A little extra, don’t hesitate to indicate expected results, as this motivates 💪🏼 candidates to project themselves into the role, it adds challenge. 🔥

And above all, don’t forget, be completely transparent about the challenges involved, no lies or false hopes. 👀

🔴 Bad job description example :

We’re looking for a Digital Project Manager. You will manage projects and work with the team. You will use digital tools and be responsible for the success of projects. Communication skills are important. Apply now.

➡️ Why is it bad? Too vague and generic, no mention of tools, lack of detail.

🟢 Good example of a job description:

As a Digital Project Manager, you will be responsible for the complete management of digital projects, from the design phase to final delivery. You will work closely with creative, marketing and technical teams to ensure deadlines and budgets are met. Your tasks will include strategic planning, resource coordination, performance analysis and process optimization. You will use management tools such as Trello and Asana to track project progress and ensure success. Experience in team management and communication skills are essential.

➡️ Why is this good? Detailed missions, clear tools, complete vision.

3) Profile required

This is where you define the skills, qualifications and character traits required for the position.

It’s important to keep a balance ⚖️ between technical skills and human qualities(soft and hard skills).

For a Digital Project Manager, you could well ask for 3 to 5 years’ experience in digital project management, mastery of tools and an understanding of agile methods. 👀

Mention qualities such as:

• 🗯️ Problem-solving skills.
• 🗣️ Excellent communication skills.
• 🫱🏽‍🫲🏼 Teamwork.

A word of advice: don’t hesitate to add a bonus. For example, knowledge of SEO or online advertising would be a plus, but not essential! 👀

Just so you understand, here’s a little example! ⬇️

🔴 Bad example of the profile you’re looking for:

We’re looking for someone with project management experience. You must be good at communication and know how to use tools. Knowledge of digital is a plus. Apply if you think you’re the right fit.

🟢 Good example of a profile we’re looking for:

We’re looking for a Digital Project Manager with 3 to 5 years’ experience in digital project management. You are familiar with tools such as Trello and Jira, as well as Agile/Scrum methodologies. You’re an excellent communicator, able to work in a team and solve complex problems quickly. Knowledge of SEO or online advertising is a plus. We also value curiosity, initiative, and the ability to adapt in a constantly changing environment.

4) Work environment

The work environment is just as important as the job description in attracting talent. Here, it’s important to describe the company culture and benefits on offer to make candidates want to join your team. 🦋

For example, if your company emphasizes collaboration, innovation and work/life balance, highlight this. 😇

Also, you can specify that you offer a flexible work environment with telecommuting options, flexible hours or modern, well-equipped offices. 🖥️

But that’s not all, also talk about the company’s values, such as :

• Innovation.
• Team spirit.
• Integrity.
• Customer commitment.
• Excellence.
• Respect.
• Social responsibility.
• Autonomy.
• Adaptability.
• Personal development.

On the benefits side, you can mention perks like luncheon vouchers, performance bonuses, ongoing training, or a company savings plan. 🏢

5) Practical information

The “practical information” section should be fairly detailed so that candidates know what to expect right from the start (we said, no nasty surprises 🫣).

To do this, start by specifying whether the position is :

• Telecommuting.
• Hybrid (half telecommuting, half face-to-face).
• In a downtown office.
• In another region.

If regular travel is planned, please do not hesitate to mention it. 🚙

Conversely, for a hybrid position, note, for example, the number of face-to-face days. 📆

Next, the most important thing you need to know is the type of contract. Is it a permanent contract, a fixed-term contract, a freelance assignment or an internship?

Be clear to avoid any misunderstandings! If flexible working hours or a trial period are offered, mention them. 😉

Finally, one of the most important parts of motivating candidates… 🥁 Salary!

Although some companies are reluctant to display it, we strongly recommend giving a salary range to attract candidates with your budget expectations. 💶

In short, you’ll have understood, the clearer and more complete the information, the more candidates can project themselves into the position! 👀

Sample job advertisement for a better understanding

Now that you understand how to make a job advertisement, here’s an example of a recruitment ad we have at Waalaxy. 👽

How can you optimize your job advertisement?

These days, it’s no longer enough to simply post an offer. No, you need to stand out, grab attention 👀 and convince candidates that your company is the right choice for them.

Whether it’s improving the visibility of your ad or taking care with its content, every detail counts. And to help you in this quest, we’re here!

Here are a few tips to make your ads sexier and more effective! 😇

1) Choose the right keywords

Choosing the right keywords is crucial to optimizing your job advertisement and attracting the right candidates. 🧲 Search engines and recruitment platform algorithms rely on keywords to display your offer high in the results. 😇

For example, if you’re recruiting a “fullstack developer”, use this term in the title AND description, rather than using “developer” or“software engineer“. 💬

Don’t hesitate to also add terms related to the business sector, technical skills (JavaScript, Python) and tools used (Trello, GitHub).

Too many keywords can affect the readability of your ad and give the wrong impression. Besides, Google doesn’t like it so it stays to shoot you 🏹 and neither you nor I want that! 👀

2) Search for candidates

Some candidates don’t just respond to job offers, or you can’t find candidates with best talents. 👀

That’s why we recommend using a sourcing strategy to reach these famous talents.

Okay, but how do you go about it? 🤔

Already, we advise you to search on professional social networks like LinkedIn, which, with a billion users, has become essential for recruiting and canvassing candidates. ✨

Searching for candidates can be time-consuming, and for that, there are recruiting tools that let you recruit hundreds of candidates in just a few clicks and automate your recruitment. 🌍

3) Contact candidates

As a recruiting tool, we recommend Waalaxy, a chrome extension capable of establishing connections with targeted profiles, sending mass personalized messages or tracking potential candidates by industry. 👀

Quickly, Waalaxy offers:

• 🔵 Automatic message sending.
• 🟣 Multi-channel campaigns (LinkedIn and e-mails).
• 🔵 Prospect segmentation.
• 🟣 Statistics and reporting.
• 🔵 Automated sequences.
• 🟣 IA message assistant.
• 🔵 Inbox : personalized recruitment messaging, automated follow-ups.
• 🟣 Data export.

You can use it to create a pool of candidates, you’ll have a base of qualified profiles you can call on quickly if a position opens up 😇

Anyway, I’ll let you discover everything Waalaxy has to offer! 👇🏼

4) Distribute on multiplie communication channels

By using a multi-channel strategy, you increase your chances of finding the right profile. 🦋

And to that end, here’s a list of communication channels you can use:

• 1️⃣ Jobboards ⭢ Indeed, Monster or LinkedIn jobs (don’t limit yourself to these platforms).
  
• 2️⃣ Professional social networks ⭢ LinkedIn allows you to have direct interaction and send private messages or sponsored posts.
  
• 3️⃣ Consumer networks ⭢ Facebook, Twitter or Instagram if you’re targeting creative or technology sectors.
  
• 4️⃣ Industry-specific sites ⭢ Github for developers, Dribbble for designers.
  
• 5️⃣ Internal channels ⭢ emailing to your contact base or co-opting via your collaborators.

How about a quick summary?

If you take care of each of these steps, from the catchy title to the multi-channel distribution, you’ll not only capture the attention of the right profiles, but also convince them to join your team. 💪🏼

The key is to remain transparent, relevant and accessible, but without forgetting to adapt to the expectations of today’s ideal candidate. 👀

It’s with this kind of little thing that makes all the difference between an ad seen and one that attracts top talent. 🥇

How to make a good recruitment poster?

If you want to create an effective recruitment poster, start with an attractive, visual design. 🌈

To do this, use colors and a design that reflects the company’s identity and employer brand, while remaining legible. 👀

But that’s not all, remember to refine these points:

• 🔵 Catchy title.
• 🟣 Concise job description.
• 🔵 Work location.
• 🟣 Type of contract.
• 🔵 Benefits offered.

What types of job advertisement are there?

There are several types of job advertisement that you can use and even combine. Here are some of them:

• Classic ads ⭢ newspapers, magazines, job boards.
• Online ads ⭢ recruitment platforms (LinkedIn, Indeed, Welcome to the jungle).
• Ads on social networks ⭢ Facebook, Instagram, Twitter.
• Video ads ⭢ present the company and position in video form, convey company culture.
• Internal job advertisement ⭢ promote career opportunities within the company.

Now you know how to write a job advertisement 🌚