Recognising that it is a candidate short market right now, we caution against listing too many things in an ad that applicants need to have - this will only will deter applications.

Rather than "advertise" available roles, consider the idea of "marketing" or "selling" the role. 

We need to sell both our businesses and our available roles to future employees. It's all about making candidates feel engaged, safe and eager to join your team. 

Five points for a great job ad;

A brief overview of the business and your facility and why it's a great place to work. Don't focus on equipment or "state of the art", talk about your values and beliefs and specifically show why it's a great place to work. This is about selling the business to candidates, not simply selling the business.

What are the benefits of working for YOU (specifically) - Eg, training & development, what the culture is like, career progression, this is where you really sell your available opportunity

What the role entails - write this part as the reader can see themselves doing the role. Note, the more realistic the representation of the role, the more likely the hire will stay in the role.

Required Qualifications - Less is more. Hire for attitude and train for skill. Anything that can be taught, like knowledge of a specific software program, for example, should not be listed as a required skill.

What the recruitment process looks like - Let them know what to expect and be sure to follow through. The way you treat all applicants will influence the way you are perceived as an employer.

For more information on the topic, here is another article that I wrote that helps with your overall recruitment strategy.

You can also download a PDF we recently published on Creating Job Ads That Work - the information comes from a survey of more than 100 Personal Trainers.

I hope this helps and if you have any questions please get in touch.

Brenden Clark, GM, HealthyPeople