How to Create Job Ads That Attract the Right Candidates

Are your job postings attracting the attention of top candidates? To bring in a good pool of top-notch candidates for your open positions, create job ads that focus on who the perfect candidate would be. Here are some tips for how to accomplish that.

Focus on the candidate. It's all about the candidate and what they can bring to your company. Open with a paragraph that focuses on them. Use questions to draw potential applicants in, such as:

  • Are you passionate about helping others?
  • Do you enjoy working in a team environment dedicated to enhancing the quality of life of its residents?

Conclude the first short paragraph with an invitation directly to the candidate, such as:

  • If you're looking for a place focusing on caring for others, we want to meet you!
  • If you love helping others, you are the kind of person we love to hire!

Use keyword-driven descriptions. Provide clear, direct language that's easy for potential applicants to scan. Use industry-standard or recognizable descriptions for job titles rather than gimmicky or gender-based wording (competitive, sensitive, for example).

Write straightforward job tasks. Avoid laundry-listing every possible thing the job might entail. Instead, stick to the specific duties and projects a candidate will work on or should have had prior experience from previous positions. Consolidate responsibilities and qualifications under four or five headings.

Break up the content. Use bullet points, short sentences, and bolded text for each section. Most job seekers are looking at open positions on their phones, so avoid lengthy paragraphs and text-dense blocks of content.

Highlight the benefits. Share the unique perks your organization has to offer beyond the usual healthcare and salary. For example, flexible schedules, career advancement opportunities, and free lunch each shift can provide additional incentives to join your company. Don’t forget about free parking or gym membership reimbursement!

Show how you care for your employees. Beyond tangible benefits are the ones that recognize hard work and success. Examples include Employee of the Month awards, regular one-on-one time with supervisors, and time off for volunteering. For more ideas, read "Employee Benefits to Keep Your Staff Engaged."

List the salary. According to Payscale, job advertisements that list a salary attract up to 30% more candidates. You can use a range, but it's best to be upfront about the wage or hourly rate attached to the position. Being transparent about pay will save you (and the candidate) time in the long run.

Above all, speak to your applicants personally so they can envision themselves working in the position for which they're applying. Contact a recruitment firm if your Human Resources (HR) team is overwhelmed or needs assistance filling open positions. Finding qualified candidates quickly is what they do every day, and they will likely be able to help you as well.


Consulting Services


Contact Us

LeaderStat specializes in direct care staff, interim leadership, executive recruitment, travel nursing and consulting for healthcare organizations nationwide.