Submitting an attractive job offer helps attract the best candidates to your company. Before that, you must first write your call for applications. During this step, it is important to respect the structure of an ad but also to bring it a touch of originality. Find below our tips and tricks to effectively submit a job offer.
What to do before making a job offer
The stage of writing the job offer is crucial. Indeed, an advertisement reflects the know-how of a company. The more professional the latter, the better it will apply itself in the drafting of its job offer. You can consult a trusted platform of employee reviews for tips and advice from employees. You will then be able to have ideas of what to do or avoid during a recruitment.
Pay attention to the title of the ad
As the first part of the ad, the title must be precise, relevant, and attractive. The reader must understand it on first reading and identify the position for which the job offer was launched. The title of the position must therefore necessarily appear in the title. Be sure to choose the exact and known terms in the expression of the nature of the position. This allows you to target only the profiles that match your needs.
In addition, an ad title that is too long can annoy the reader who will not consider your ad relevant. Gather the right and useful words that will catch the attention of people who are truly qualified for the job. Once seduced by the title, the reader can continue reading the ad to judge the other parts.
Fill out your ad properly
Some information must necessarily appear in the body of your ad. These include, for example, mandatory information such as:
- The type of contract;
- The reference of the offer;
- The date the ad was broadcast;
- The closing date of recruitment;
- The job description and the company;
- The address at which applications are received.
In addition to mandatory information, there are those to avoid in an ad. Indeed, in a job offer, discrimination is prohibited in any form. Family situation, physical characteristics, origins or gender should not be considered as criteria for selecting or eliminating applications. It should also be remembered that it is forbidden to publish false advertisements or lie about certain aspects of your job offer.
Optimize the SEO of your job offer
Writing your job offer well is one thing, making it visible is another. To make your ad appear on the first pages of a search, it is important to reference it. The more visible your job posting, the more applications you will have. Fortunately, it is possible to do SEO in different ways. Thus, a title that contains the words most searched for by candidates allows your ad to appear at the top of the ranking on online sites.
You should also use relevant keywords throughout the body of your ad that the candidate can search for in search engines. One last tip that could help you in SEO is to share your offer on social networks. This gives you a better chance of making your publication popular, which will then rank higher on online sites. The use of social networks also makes it possible to monitor one’s e-reputation. The better it is, the more notoriety and likely applications you will receive.
Use professionals or apps
If you are unable to submit a well-written job offer, seek professional help. Thus, the recruitment manager will have to establish the job description or profile adapted to your needs. They can also ensure the integration of the new employee by helping you organize a company party for example. They are therefore present from the beginning to the end of your recruitment process if necessary.
In addition, there are more and more online tools to submit a job offer for free. After having defined all your needs beforehand, you can create your ad in a few clicks. These management applications allow you to publish your call for applications on various job search sites.
How to behave after submitting a job offer
Many companies focus all the effort on writing the job posting and neglect all the work to be done downstream. However, the submission of a job offer goes beyond the actual writing. The recruiter must think about the next steps so as not to undo all the efforts made. It would therefore be useful to anticipate the interview stage and that of the integration of the new employee.
Plan how to select a candidate
Before conducting a job interview, sort through all the applications received. To be effective, organize the files as follows:
- Group 1: Those who are not automatically selected;
- Group 2: Those that are more or less acceptable;
- Group 3: Those that currently match the desired profile.
If you are looking for several employees, we advise you to keep in your pool of candidates, the members of the second group. Indeed, there are situations where the interviews given to the people in the third group are not satisfactory. It would therefore be necessary to have a plan B so as not to derail the entire recruitment process.
After sorting, organize job interviews and scrupulously analyze candidates ‘ resumes to find the candidate who best meets your needs and expectations. Do not hesitate to check the references that have been given in the files. It is important to define selection criteria beforehand that will be rigorously followed for all applications.
Think about integrating the new employee into your company
Onboarding is a process in its own right that keeps the candidate in the ranks of your employees for as long as possible. Indeed, if the recruit does not feel comfortable in your company, they can resign in the first days after their recruitment. This creates losses in resources, but also in energy for the entire company.
To successfully integrate a new employee, you must first inform the staff of your need to recruit. This will facilitate relationships between the newcomer and other members of your company. It is also possible to place the selected candidate under the responsibility of a person who has a perfect command of the work environment and the majority of the staff. The reception, the preparation of formalities, and the organization of evenings are other ways to succeed in an integration.
