20 May, 2024
Top 10 Mistakes Employers Make When Advertising for Staff

Advertising for staff but not getting any good responses?

You could be waving red flags without even knowing it!

Recruiting top talent is crucial for the success of any business. However, many employers stumble with common mistakes when advertising on job boards like Indeed, drastically reducing their chances of attracting top talent. Addressing these pitfalls will transform your job postings, ensuring you draw in the best candidates and significantly boost your recruitment success.

The Top 10 Mistakes Employers Make When Advertising for Staff on Indeed

  1. Vague Job Descriptions

A clear and detailed job description is the cornerstone of an effective job ad. Many employers fail to provide specific information about the role, responsibilities, and qualifications. This lack of detail leaves potential candidates uncertain about whether they are a good fit.

Instead: Be precise about the job duties, required skills, and qualifications. Use bullet points for readability, and include specific details about daily tasks, necessary experience, and any unique aspects of the job.

  1. Poorly Written Job Titles

The job title is often the first thing candidates see, and a poorly written title can be misleading or too generic. Titles like “Engineer” or “Manager” without additional context can confuse job seekers.

Instead: Use clear and specific job titles. Instead of “Engineer,” use “Software Engineer” or “Civil Engineer.” This helps candidates quickly understand the nature of the job and improves searchability.

  1. Unclear or Unrealistic Requirements

Listing too many qualifications or setting unrealistic expectations (especially when considering the salary package on offer) can deter qualified candidates. Conversely, failing to include essential requirements can lead to an influx of unqualified applicants.

Instead: Identify the must-have qualifications and distinguish them from nice-to-have skills. Be realistic about the experience and education levels needed for the role.

  1. Complex Application Process

A complicated application process can frustrate candidates and lead to high drop-off rates. If candidates are required to fill out long forms or complete numerous steps, they may abandon the application. Remember this is a candidate market and there are far more jobs out there than qualified candidates.

Instead: Simplify the application process. Clearly explain the steps, required documents, and expected timeline. Use an applicant tracking system (ATS) to streamline and manage applications efficiently.

  1. Omitting Salary Information

Transparency about salary is crucial. Hiding salary behind the words ‘Negotiable’, ‘Competitive’ or only listing ‘OTE’ is an immediate ‘red flag’ for candidates. It also affects the search algorithm for the platform to bring your vacancy to the attention of suitable candidates, as they use a salary bracket when searching for vacancies.

Instead: Include a salary range in your job posting. This shows transparency and helps set realistic expectations, attracting candidates who are comfortable with the compensation offered.

  1. Requiring Unnecessary Assessments

Asking candidates to complete assessments early in the application process, can be seen as petty and discouraging, especially by high-calibre candidates. It reflects poorly on your recruitment process and high calibre candidates tend to abandon the application completely.

Instead: Reserve assessments for later stages of the hiring process. Don’t require a time investment before you have even sold the job to the candidate.

  1. Ignoring Company Branding

Your job ad should reflect your company’s brand and culture. Failing to provide information about your company can make your job posting less attractive.

Instead: Include a brief company description, emphasising your culture, values, and what makes your company a great place to work. Use consistent branding elements to align the job ad with your overall company image.

  1. Failure to Highlight Benefits

Candidates are looking for more than just a salary. If you fail to mention benefits, perks, or growth opportunities, you may lose out on attracting top talent.

Instead: Highlight benefits such as health insurance, retirement plans, flexible working hours, and professional development opportunities. Unique perks can also set your company apart.

  1. Unattractive Job Listings

A visually unappealing job ad with long blocks of text and poor formatting can deter candidates from reading the entire post.

Instead: Use clear headings, bullet points, and ample white space to make your job ad easy to read. Ensure the layout is visually appealing and professional.

  1. Lack of Keywords

Not using relevant keywords can significantly reduce the visibility of your job ad in search results. On the other hand, overloading the ad with keywords can make it hard to read.

Instead: Incorporate relevant keywords naturally into the job title and description. Focus on terms that candidates are likely to use when searching for similar roles. This will improve your job ad’s search engine optimisation (SEO) and visibility on Indeed.

Avoiding these common mistakes can significantly improve the effectiveness of your job advertisements on Indeed. By providing clear and detailed job descriptions, using specific job titles, setting realistic requirements, simplifying the application process, being transparent about salary, avoiding unnecessary assessments, reflecting your company brand, highlighting benefits, making your job listing visually appealing, and incorporating relevant keywords, you can attract the right candidates and streamline your recruitment process.

Taking these steps will not only enhance your job ads but also boost your chances of finding the ideal candidates who are the perfect fit for your company. Happy recruiting!


Written By: Lisa Emsley-Jones

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