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So Stephanie, typically the first step for our clients is to

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send through their previous or current job advertisement

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for your review or suggestions for improvement.

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Do you want to start off by sharing some of the typical mistakes

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that you see when it comes to job advertisements?

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Yes, sure.

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Probably one of the biggest mistakes

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we see is advertisements that are just too long.

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Candidates are very sensitive to time now

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and they simply wont stop and read an ad that goes on and on and on.

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So we’ve had some training in the past and we’ve tried and tested somewhere

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around the 300 to 350 word seems to work best

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for the majority of advertisements Sometimes more complex roles.

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It might be a little bit longer or if you’re selling a number of benefits

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for working for that particular organization, it might be a bit longer than that,

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but that’s sort of that average benchmark.

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We would sort of put an ad length at.

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Vague criteria.

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Is part of the reason that these ads blow out to be quite lengthy

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Things like having strong attention to detail or strong communication skills,

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the candidate

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is simply not going to self-assess that they’re deficient in those areas

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and as a result not reply.

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So it’s a waste of your word count

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things like not displaying the salary

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transparency is definitely key in the current market.

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Yes, it may mean that the candidates that you have applying mightn’t

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like what they are looking for in discussions with you.

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But ultimately it’s up to you as a business to determine

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whether that candidate is worth the money they’re asking for or not.

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It doesn’t take away your negotiating ability at all.

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By the same

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token, advertising the salary to be inclusive of super.

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We find this to be quite outdated,

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terminology, and particularly in the current marketplace.

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It’s common knowledge that the super rate is on its way up.

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It’s just a bit misleading if you’re going to say

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that the advertised package in the current market.

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Not displaying benefits of working with the business at the moment.

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It’s a bit of a marketing activity for the business as much as anything else.

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We should be selling ourselves as a place to work to the candidates.

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Just as much as we expect you

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to sell themselves to us as being the right candidate.

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One of the great resources that we are using at the moment

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Seek has released something called laws of attraction.

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It’s giving us a good understanding of what candidates want in the segment

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or in that industry, for example, WFH has becoming

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a very high demand with white collar roles and paid overtime for blue collar.

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The other thing that we will help with is benchmarking

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to make sure that that role is sitting at the right place

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in the market and the salary offering is competitive.

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So that’s one that’s quite a comprehensive list.

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What I what I take out of that is really to sit down and think about your job.

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Advertisement. From a strategic perspective,

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it looks like a lot of the suggestions

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that you just went over are really how can we differentiate

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ourselves from other job advertisements within our industry?

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Because we know that we’re in a very competitive market at the moment

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and it’s really sitting down and looking at not only

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how can we differentiate our job ad, but how can we appeal or how can we attract

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or talk to the candidate that we’re looking to attract?

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And I think

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those points that you just really covered, what that is what it comes down to.

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Would you agree with that?

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Yes. Yes, absolutely.