Working as a Talent Acquisition Partner for more than 5 years, I have had a chance to read, discuss and write many job adverts. I’d like to share with you what I have learned from my experience. 

Firstly I’d like to clarify some terminology that may be a bit confusing. When we say Job Specification (JS) or Job Description, usually we refer to the document your hiring manager will hand over to you listing the duties & requirements for the role. When we talk about the Job Advert (JA) or Job Listing, this refers to the information which will be published externally in order to attract job applicants. As Talent Acquisition Partners, our job is to turn the job spec into an appealing & attractive job advert that helps us bring the right audience to our door. 

There is not a perfect type of job advert that suits every role, every team, and every business. It should be aligned with your employer brand, the role, and its seniority, as well as reaching out to the audience you want to target. However, we can agree that keeping the same format within a brand is a good idea for consistency and efficiency across the business, so JA’s can be issued faster. 

Find here my tips on creating clean & concise job adverts that will help you get the right candidates. 

I hope these tips help you to develop great Job Adverts that help you get the best candidates. If you have any other tips of your own, I’d love to hear them!

Thanks to my colleagues within the TAP team for the great discussions & Amy Le-Milliere-Tinney.

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