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Most maked mistakes in vacancy texts

The market is picking up and this is reflected in the vacancy status: less than half a million vacancies rotate over the internet. But it is of course about your vacancy. It is precisely this vacancy that must catch the eye and get all the attention of potential new employees. Publishing your vacancy on the right recruitment channel contributes to this, as does a good vacancy text. But what is a good vacancy text? In any case, a vacancy text that does not contain the 10 errors below.

1. Vague writings

The choice of a new job does not make men just like that. It is a big decision. Bigger than buying a new car laptop. Yet there is still a lot of vague doing when “selling” that job. How much? 53% of job seekers (Unique study) previously indicated that men find it difficult to determine whether there is a possible match based on the vacancy text.
“How to avoid this error? Write clearly, make choices and say what really matters.

2. Being secretive about the salary

Just a sample on a random job board and guaranteed that you will find ‘competitive salary’ under the employment conditions heading. And that is if you are lucky, because in many vacancies there is no letter or number about the salary. This common mistake fits in seamlessly with the 1st mistake: vague writing.

Don’t be so secretive. Be clear and realize that salary is a great pre-selection factor. And that not naming the salary annoys 39% of job seekers.

When you buy a new laptop or car, you would also like to know what it would cost.

3. Generalize and steriotype your target audience

The average employer or intermediary simply shaves the target group. Whether they recruit for a doctor, account manager or catering employee. Whether someone is young or old, comes from Groningen or Maastricht, has a university or managerial level: the same tone of voice is used for everyone. It is also assumed that everyone wants to work at the company for that world salary. Only, does this work like that? Are the motives and pull factors of the professor, account manager or cashier identical? Do they all speak the same language?

You can easily avoid this pitfall by pausing before you write the vacancy text. Imagine having a job interview with your target audience. If you have this conversation with a doctor, choose the same tone-of-voice, choice of words and convincing arguments as with a conversation with a catering employee.

4. Publish vacancy texts at lightning speed

The vacancy must be filled “yesterday”, so a quick copy paste action of an outdated vacancy or a dusty job profile, and recruit …
 

Haste makes waste

5. The use of clichés

Driven, creative, proactive, motivated, specialized and enthusiastic: 9 out of 10 vacancies do contain a cliché. If it is not one of the buzzwords, then it is a lot of work hard, play hard, a no-nonsense working atmosphere and a Friday afternoon drink. They are used inappropriately, as “fill” or because “everyone always mentions this”.

Don’t you want to fall into this trap? Then ask yourself for each cliché whether this word is really relevant. Is the answer no? Then you press the delete button. Is the answer yes? Then state in the text why the cliché is relevant.

6. Especially many demands and nothing to offer

“Are you the experienced developer who is familiar with C #, ASP.Net, MVC and SCRUM? Are you proactive, do you live in the The Hague area and do you have a HBO diploma? Then this is the vacancy for you. ” It is just an opening sentence of a random developer vacancy that I found online. And in case you don’t know: finding a (good, available) developer is like finding a pin in a haystack. But if I were a developer, when I read the above text, I would ask myself: what’s in it for me?

Our advice: sell your job and only then show your price tag. So start with your sales arguments and emphasize why someone should respond correctly to your vacancy. Only then set (function) requirements

7. Strange job names

The saying “the first blow, is half the battle” certainly applies to a vacancy text. Quite a missed chance, therefore, that I regularly see the strangest job names. Because it is funny or because everyone in the organization knows what that job name means.

Of course, a funny job name provides attention value. Only the chance that your target audience will recognize it is very small. Another case that also belongs to the ‘vague vacancy text’. You can use an internal job title for external recruitment, but do people in the “outside world” know what you mean by this?

If you would like your target audience to recognize themselves in the job title, ask yourself what’s at the top of your ideal candidate’s resume or LinkedIn profile

8. Building bouncy castles

It seems like a fairy tale: a vacancy (text) where the responses pour in like water. You can live up to that fairy tale if, like a large number of employers and intermediaries, you are going to build castles in the air: “working at company X is AWE-SO-ME, everything is possible, nothing is crazy enough and freedom is joy.” There is only one: a castle in the air is quickly punctured once the applicant is employed. Within a short time, the new employee will walk out the back door of your bouncy castle and you can start recruitment again.

Therefore, be honest in vacancy texts: do not make it more beautiful than it is and also dare to show any imperfections. This instills confidence and attracts the right target group. Really: honesty is the best policy.

9. Spelling and typing errors

If, like us, you read a lot of vacancy texts, a lot of spelling and typing mistakes become predictable. There is the manager who is often called “manger” and cashiers and the trainees where the “i” suddenly disappears. I also see the struggle about how I write anyway college (-) or (-) wo (-) work (-) and (-) thinking level ? And the abbreviation CV? It is really with small letters and without dots. So not CV or C.V. or c.v.

Do you want to decrease the percentage of the 31% of job seekers, who are annoyed by language errors in a vacancy text? A check by a colleague and / or a spell check is a good start. Even better: hire an editor-in-chief.

10. No application possibility

Okay, maybe this mistake does not belong in the list of most frequently made mistakes … After all, it is only 1% of organizations that do not offer a job application. But still, 1% is really too much and I think that this mistake deserves a place in this top 10. Especially when you consider that the application button is ‘difficult’ to find in 3% of organizations (Digital Recruiting study). Then you can do everything right: the right recruitment channel and a brilliant text, but reactions will be lacking. Complete your vacancy texts with an application button. A button that the applicant cannot overlook and which encourages action, which invites to click on it.
This article is brought to you by Nicol Tadema, owner FrontText . FrontText is the text agency for labor market communication. Advising, training and writing. For and with employers, intermediaries and job marketers. For online and offline labor market communication. For internal and external communication. For authenticity and results. With pleasure.
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