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Supreme Jobs has been designed to find the best matches for each job and company, and the keywords you use in your job posts and adverts are critical to success. To attract the best applicants, it’s also important to appeal to the right candidates by providing a clear description of what you’re looking for, what the job entails, and what they can expect from the work environment.
It can be tempting to simply copy and paste the official job description into an advert template, but that will usually include extra, unnecessary details for this stage in the process, and even confidential company details. Think about attracting attention from the right candidates, and include information about the company and its culture, which wouldn’t be in a job description document.
Remember that every section of your job ad or posting can add or repeat keywords to help you find an even better match. There are many ways to structure it, and you can always move sections around in the text area to suit your requirements, but these are the most important elements:
Shorter job titles get far better results, as a long title can make the job seem complicated or unclear. Keywords count, so check if the job title you’re using is something that will be searched for by the right people, and make sure it’s a term that’s well-recognised in the sector.
Explain the core requirements for this job. Try to summarize in one line what your ideal candidate will be doing, who they are, and the most important qualities you’re looking for. Be specific, e.g. if it’s a software development role, do you need someone who specializes in C++ or another language?
Describe your company, its culture and structure. Are you a well-known corporate powerhouse, or a high-energy start-up with broad vision? Don’t simply say what you do – imagine your ideal candidate, and what will make them excited about working with your company.
A clear description of typical tasks and requirements is important here, and this is another excellent chance to include keywords relating to the job and your needs. It should be about the candidate’s approach too… do you need someone who works well under pressure, or someone who is meticulous with the smallest details?
Depending on the job and the amount of space available, you can now go into more detail about what the candidate would be responsible for, and the goals they will need to achieve.
These can be listed in brief, but they contain important information that will help you find the best match.
Location – Where is the company based, and where will the job be based? Is it a full-time office job, hybrid, or will they be working on site?
Salary – Some companies choose not to include a salary in their job ads, but research has shown that it gives candidates a good sense of the level of skill and experience required, and makes them feel more confident about the recruiter.
Reporting and management – Who will they be reporting to, and how many people will they be managing directly or indirectly?
Qualifications & skills – Is a specific qualification required, such as a professional certificate, or college with relevant majors?
Are you looking for a new graduate, or someone with 5+ years of experience in the field? It’s often a good idea to include “3+yrs experience” in your opening summary, and you can elaborate on that later on.
Ending on a positive note, and possibly with words of wisdom about the type of candidate who would be a good fit for the company, can be an excellent way to round off a great job post. The right candidates will be excited to send their resumes, and you’ll be a large step closer to finding the right match.
