With autumn coming, many companies are in “recruitment planning” mode. The job offer is central in the proper management of your human resources: it’s the showcase of your corporate brand. Despite its crucial importance, many organizations neglect it with incomplete, excessive, or overly eccentric content. Here are 5 steps to help you write an effective job offer.
Title: Stick with a common position name
Stand out. Yes, but not in the title of the position. If you opt for “web content whiz” or “technical translation pro,” you run a high risk of getting left in the lurch. Why? For the simple matter of keywords! People are never original in their searches. It’s therefore best to provide a concise title consisting of commonly used keywords such as “web writer” and “technical translator.”
Introduction: Remember that you’re in competition
Candidates are shoppers, and you want to attract their attention to your “product”: your employer brand, your company’s DNA, your identity. This is the time to sell your company. How do you stand out from the crowd? Do you offer attractive benefits? Be careful: it’s not about over-complicating things, but rather listing and explaining the main points that set you apart. Above all, don’t forget the human side of your business! Your mission, your values, what brings your team together, and your perspective are all elements to which candidates attribute great importance. Authenticity is always a winner.
Job description: Be clear and concise
Indicate the main tasks associated with the position. A list in bullet point form is ideal. Be both clear and concise; candidates will quickly know if their profile corresponds to what you’re looking for. If the position you’re seeking to fill requires specific conditions, this is the place to indicate them (frequent travel outside the city, work requiring excellent stress management, contract duration, etc.). Put yourself in the candidate’s shoes: what would you like to know about the position?
Candidate profile: Opt for the essentials
This is the time to separate the essential skills from the desired skills, especially if candidates aren’t rushing to apply or if you have a ton of requirements in mind. Once again, the famous bullet point list is very effective. Focus on short phrases and simple vocabulary: candidates don’t yet know your internal jargon!
How to apply: Indicate it clearly
It’s obvious, you say? However, there are many incomplete job offers out there. It’s important to specify how the candidate should apply and until what time they can do it. Don’t forget to provide your requirements regarding the format of the CV and the need for a cover letter.
By now, you’re almost ready to publish the whole thing on social media! But before you do that, it’s important to ask yourself these questions:
– Do I have an in-house professional resource to review my job offer? If not, it’s important to submit it to an editor to ensure your credibility.
– What is the target audience for my job offer? Should it be accessible in both French and English? Our professional translation firm supports you in this process.
Don’t have time but still want to post job offers that live up to your expectations? Our human resources experts can assist you with creating and writing of your job offers.
Happy hiring!
SLRR Translation Agency
