In today's highly competitive job market, attracting the right candidates is more challenging than ever before. Despite this, many companies continue to struggle with creating effective job ads that truly resonate with the candidates they want to attract. Here are some reasons why job ads are missing the mark, and what companies can do to fix the problem.

Vague or misleading job titles

One common mistake companies make is using job titles that are overly generic or don't accurately reflect the position's responsibilities. For example, using a title like "IT Specialist" may be too broad, leaving potential candidates unsure of what the role actually entails. Alternatively, a title like "IT Ninja" may be seen as gimmicky and not taken seriously. Companies should strive to use titles that are specific, descriptive, and accurately reflect the position's duties and responsibilities.

Lack of focus on company culture

Many job ads focus solely on the technical skills required for the job, without giving any attention to the company culture or work environment. Candidates today are often just as interested in the company's culture and values as they are in the job responsibilities. Companies should make sure to include information about their culture, work-life balance, and employee perks to give candidates a sense of what it's like to work at the company.

Unclear job requirements

Job ads that are too vague or overly generic can also miss the mark. Instead, job ads should provide specific requirements for education, experience, and skills. Companies should avoid using buzzwords or overly complex jargon, and instead use language that is clear and easy to understand.

Not using inclusive language

Finally, job ads that use exclusive or discriminatory language can alienate qualified candidates. Companies should strive to use inclusive language that doesn't exclude any particular group, and avoid using gendered or biased language in their job ads.

To create job ads that truly resonate with candidates, companies should focus on being specific, descriptive, and inclusive. By providing clear information about the job requirements, company culture, and work environment, companies can attract the right candidates and fill their open positions with talented professionals.

If you are looking for a job in tech, or you are looking to recruit in the technology and sales space in APAC, including Australia, Singapore or Hong Kong, please reach out to us for a chat or connect with the Kaliba team on LinkedIn. 

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