How to write the perfect job ad in 2023

If you’re looking to attract the best talent in your industry, you need to make sure that your job ad is written in a way that will catch their eye. This isn’t as complicated as it seems – just follow these simple tips!

1. Leave the minimum amount of space for the title.

Leave the minimum amount of space for the title.

The title of your ad is what all applicants will see before they click or scroll down, so make it count! You should use keywords that are most relevant to your position, but also keep in mind that a short and clear title is better than one crammed with long-winded phrases. Keep it succinct and easy to read, even if you're going with something like "Director of Marketing & Communications."

Use a font size that makes sense for the job description itself (make sure it's readable!)

2. Make the title as concise as possible without dropping any keywords.

The title of your job ad will be the first thing that's read by potential candidates. So, make sure it doesn't have any unnecessary words or is overly long.

It should include keywords that are relevant to the job and describe what you're looking for in a candidate (like "customer service," "social media," etc.). Try not to use more than 10 keywords in your title because that makes it sound like you're trying too hard. Also, don't include words in your titles if they aren't relevant to the role or don't make sense in the context of the ad—they'll just attract irrelevant applicants who won't be qualified anyway!

3. You can use bold, italics, and underline but don’t overuse them.

Don't use all caps. It looks unprofessional and can be difficult to read.

Don’t italicize words unnecessarily.

Do bold important text, but not every word in your job ad.

4. Always include a salary or salary range in the body of your job ad.

You should always include a salary or salary range in the body of your job ad. The cost of living varies widely across different cities and regions, so it’s impossible to know what each applicant will expect as compensation unless you tell them what you can pay.

If you don’t include a salary range, applicants who are just out of college might apply for positions that are above their experience level and get discouraged when they discover that their expectations aren’t realistic. For example: If your company is located in San Francisco but has a budget to hire someone at $75K/year with four years' experience (making her eligible for an additional raise at five years), but she graduated college last year and works part-time making sandwiches at Subway while she searches for full-time employment...she may apply anyway! This could lead to disappointment on both ends—if she gets hired only because there was no one else who applied for the position, or if she doesn't get hired because she expected more based on her education level than what was actually being offered in terms of money

5. Include a list of skills that are absolutely required and those that are nice to have.

Include a list of skills that are absolutely required and those that are nice to have.

Make sure you list the skills in order of importance. For example, if you're hiring for a sales position, then "excellent communication skills" should be listed first, followed by "persuasive speaking voice." It's also important not to list too many skills—your job ad will become cluttered and hard to read if you include more than 5 or 6 skills per position.

If you're looking for candidates with experience in certain areas (such as programming), make sure that these areas are clearly defined in your job description so applicants know exactly what they need to communicate on their resumes.

6. For every required skill, add one example of how they can illustrate they possess it — resumes are not enough to determine fit!

As you're writing your job description and listing the required skills, be sure to add an example of how each skill can be demonstrated. For instance, if you list "strong communication skills" as a requirement for a role, don't expect candidates to know what that means! While it's true that every resume must include examples of previous work demonstrating how they can do the job (even if it was something outside their current field) this isn't enough info for applicants who aren't familiar with your industry. Instead, give some examples of specific situations or projects where those skills were used—or even just describe what those words mean in plain language so that you're setting realistic expectations for all applicants.

If there are any other types of qualifications listed on this page—multiple years experience in an industry or educational degree requirements—make sure these are also accompanied by explanations about why they’re important and how they demonstrate fit. If possible include links to related resources so they can get more information without having to contact you directly (e.g., “See our education guide here!”).

7. Use bullet points to organize your job ad, making it easy to scan quickly

Bullet points are another useful way to make your job ad easier to read. By organizing information into bite-sized chunks, you can reduce the length of the job ad and also help readers focus on specific sections.

It’s important that every bullet point has a clear purpose—and this is where many people get tripped up. Bullet points should always be actionable steps or things that need to happen in order for you achieve success with your business. For example, there is no reason why you would use “build relationships with customers” as a bullet point unless it is followed by “by offering them valuable products at competitive prices” or “by providing outstanding customer service when they have problems or questions about our products”.

8. Don’t make your job ad too long — keep it simple, focused on the most important details, and less than half a page long if possible.

The job ad is the most important piece of your overall recruitment strategy, since it’s the first impression the company gives to potential candidates. You want to make sure you include all relevant information in this section and avoid using large blocks of text. A job ad that is too long can cause confusion about what the role involves, so it’s best not to go overboard with descriptions or bullet points — just include enough information for candidates to understand what they would be doing if they were hired by your company.

9. Make sure you address candidates directly in your job ad (ie use “you”).

Don’t use the word “I” when addressing candidates. Instead, refer to yourself as “we”. This will create a sense of unity and belonging between you and the candidates; as if they were part of your team from day one! Similarly, don't use the word "we" when addressing candidates either; this may come across as patronizing or self-aggrandizing. Instead, use "our" to describe both yourself and them together as a single unit working toward a common goal.

10. Tell people who you really are (the good AND the bad), what they could expect if they worked at your company (be specific). Don’t leave out anything important here — this is just as important as telling people what you need from them!

Your company's culture is more than just the walls that surround you. It's also the people who work there, and what they bring to it. So tell them!

Show them how much you value their talents and contributions by telling them exactly what they can expect if they join your team — in terms of responsibilities, hours, pay, benefits... whatever it is that matters most to them (and will keep them happy).

Try to avoid clichés or buzzwords here (e.g., we're a "fun" workplace). Instead, be specific about what makes this job special for YOU — what do YOU get out of working at [insert company]?

Conclusion

Don’t be afraid to go outside the box with your job ad. It’s a great opportunity for you to showcase some personality and tell people who you really are (the good AND the bad). Make sure you address candidates directly in your job ad (ie use “you”) so they feel like they are being invited into something special rather than just another company they apply for online or over the phone!