Yes. By not including this information, you could be eliminating potential candidates.

Jobseekers will often seek a new position for a higher paid salary, so your job advert needs to be attractive in order for them to consider applying. 

By posting a salary range, you will also be safe in the knowledge that each applicant’s salary expectations have already been met.

It would be a waste of time for both the jobseeker and recruiter to proceed through several rounds of interviewing, only for them to drop out at the 11th hour if the pay grade is deemed too low.

While a rejection letter isn’t required, it is an important part of treating an applicant with respect. By letting candidates know where they stand, it will help maintain your reputation as an employer.

You can easily send a rejection notification to your applicants at the click of a button in your Jobs Area. Simply click into the list of applicants next to your chosen job, and next to the applicant you wish to reject, access the dropdown menu under the Status column on the right and select the Rejected option. This will automatically trigger an email to be sent to the candidate notifying them of their rejection.

If you want to send a custom rejection letter, you will need to do so independently.

This isn’t an exact science but studies have found that job adverts with 150 words or less receive more applications. That’s not to say that you shouldn’t include relevant information – just be as concise as possible, ensure the jobseeker understands the role and expectations, and focus on capturing imagination with the words you do use.  

Jobseekers on average spend around 2 minutes reviewing a job post, so it’s crucial that you get to the point quickly.

It’s also worth remembering that many jobseekers will view job adverts on their mobile devices, so bear this in mind. It’s a good idea to break down larger chunks of text using bullet pointed lists where possible.

The best time to post a job is when more jobseekers are active on our site, so they appear at the top of a jobseekers search. We find that on Simply Marketing, more jobseekers are active in the mornings, particularly on a Monday and Thursday.

Use a conversational tone of voice that excites and describes what it’s really like to work at your company.

For example, instead of writing, ‘We need a PPC Executive to join the team in our [location] office.’ Try something like, ‘We’re looking for an ambitious PPC Executive who is looking to stretch their strategic skills, to join the growing team in our friendly [location] office.”

Avoid buzzwords or ‘corporate speak’ as these will put off candidates from applying.

A job title should use standard industry language so it can easily be searched for. Avoid long, fancy or overly creative job titles, abbreviations and acronyms, as these won’t generate you any more views or applications. 

Avoid job titles which imply gender, age or race to promote diversity and inclusion in the workplace.

Examples of good job title descriptions

• Social Media Manager 
• Email Marketing Executive 

Examples of bad job title descriptions

• PPC/SEO Exec
• Snr Marketing Manager needed – 35hrs – London/Home-based

To write a job description featuring diversity and inclusion: 

• Never mention race or national origin
• Avoid phrases such as ‘clean shaven’ – this would indicate it is for men only, and would exclude people whose faith requires them to maintain facial hair
• Avoid job titles or candidate descriptions which imply gender – describe the ideal candidate as “they”.
• Avoid using phrases such as ‘young and energetic’ which implies age
• Where possible, let candidates know you welcome applications from people of all abilities and backgrounds, to include those with disabilities
• Include information about flexible working practices to include working parents who may fear they will be judged for asking

Yes. Top talent will be snapped up quickly so if you are interested in taking their application further, you can schedule an interview while continuing collecting applications from other candidates. 

Too many recruiters miss out on great candidates because they took too long to reply. Showing your interest before the closing date will make a jobseeker feel valued and indicate that you are keen to speak to them further.

The most successful job descriptions feature: 

• A job title using standard industry language, so it can easily be searched for
• A competitive salary range to entice jobseekers who are looking for a pay increase
• Information laid out in a neat and engaging way, so jobseekers can easily digest it
• Clear information, describing exactly what they are looking for. Vague descriptions will only attract substandard applicants
• Something that makes it stand out from other job adverts. This could be perks, flexible working hours, overtime or an exciting company culture
• Details on the company culture so candidates can envisage if they would be a good fit for your business

Professionals aren’t just looking for a job these days, they’re looking for a career that aligns with who they are as a person. By including a short section about the company culture, and the types of people that already work there, candidates can envisage if they would be a good fit for your business.

For example, if your company was more formal, you could write, “When you join us, you’ll be living up to the highest standards of professionalism. Only candidates with the desired skills and a great attitude will make the grade.”

If your company was less formal, you could write, “We love innovative, talented and fast-acting people who hate waffle and love getting stuck into hard work.”

It doesn’t need to be too long as jobseekers can search for further information on your careers page – just make sure the information matches!