When beginning the search for a new team member, employers can sometimes be tempted to save time with shortcuts in the process. One popular shortcut is to copy previous job ads. This is a bad idea, for a number of reasons.

Could the back story on the availability of the role attract applicants?

Why is the job now available? Is it because someone was promoted out of the role? If so, this speaks to career advancement opportunities. Is it because business is growing and you require a larger team? This suggests a successful and popular business. If the previous incumbent was there for a year or more, including this in the ad shows some stability in the role. 

Copying earlier job ads risks misrepresenting the role.

Every job has its own set of responsibilities, requirements, and qualifications. Even if advertising the same job multiple times, when copying and pasting a previous job ad, you risk using outdated or irrelevant information that does not accurately reflect the current needs of the role or the business. 

This can result in applications that are not the best fit, which wastes management time and increases how long it takes to place someone in the role.

Copying previous job ads can also lead to a lack of diversity in the candidate pool.

Job descriptions are often the first point of contact between potential applicants and the business. By using the same language and qualifications from previous job ads, employers may unintentionally exclude candidates who possess different skills or experiences. This can result in a less diverse candidate pool and can limit the potential for innovation and growth within your business.

Copying previous job ads can potentially harm a business's reputation.

Job seekers are becoming increasingly savvy when it comes to recognizing generic job ads that have been copied and pasted. If a job ad lacks specificity and appears to be cut & paste, applicants may assume that the company is not serious about hiring or does not value its employees. This can lead to negative perceptions and make it more difficult to attract top talent in the future.

Copying previous ads is a missed opportunity to reflect on hiring needs and goals.

By simply reusing old job ads, employers may not take the time to reflect on what they need in a new hire or what qualities and experiences would be most valuable to the business. Again, this can result in missed opportunities to attract candidates with unique skills or perspectives that could benefit the business in the long run.

Clarity and specificity in job ads go a long way towards attracting the candidates you're looking for. It increases your potential for a more diverse candidate pool, it minimises the risk of any negative perceptions about the role or the business and it provides a valuable opportunity to reflect on the nature of the role and how it might facilitate growth in the business.

In short, taking the time to craft unique, specific, and thoughtful job ads is more likely to attract the best candidates and help you build a team that is well-equipped to meet the goals and needs of the business.