How do you write a job offer that converts?

Writing an effective and converting job offer is not easy. After successfully bringing qualified candidates back to your landing page, all that's left is to convert them into candidates. This is an essential step that can destroy the results of your campaign if it is not optimized. Your landing page should be attractive and contain the right information in the right place in order to get the candidate to click on “Apply”.

How do you write a job offer that converts?

Use a job offer generator

You can follow the instructions we have listed below, but also download our AI-assisted job offer generator.

Follow these tips to write an attractive and effective job offer

1. Candidate experience.

2. Job offer title.

3. Job offer description.

4. Mistakes to avoid.

Optimize The candidate experience

The application process should be simple and fast (3 to 4 clicks maximum!).

A long application form requesting documents (e.g. CV, cover letter, diplomas) is a computer brake and self-sabotage on mobile, because the lead candidate who has just clicked on your ad does not have these documents at hand. So he will leave the page and forget about your opportunity.

This step is also decisive for the image you want to give of your company, the employer brand takes on all its importance here. The page should then highlight the values and advantages of the company using visuals, videos, etc. If you feel that it is not developed enough, discover our guide to optimize your employer brand.

Pay attention to the title of the job offer

• Between 50 and 60 characters, your job offer will be viewed more often by about 30 to 40%.
• Be specific in the title, indicating the exact title of the proposed position, avoiding acronyms, and using full names.
• If you are looking for a candidate with a specific level of experience, be sure to indicate this in the job title (e.g., “Junior Chartered Accountant”).

Carefully describe the job offer

• Stick to around 500 words to get the most out of your ad.
• Give essential information about your business: its culture, the various benefits offered (for example: benefits, salary, schedule, and other benefits).
• Describe the type of tasks performed. If you're targeting candidates from a particular industry, mentioning that industry will help you attract more relevant candidates. For example, “Pharmaceutical Representative” is a more specific title than “Commercial.”
• Talk about salary, it doubles the number of applications. Consider a range, in order to adapt to the demands of candidates.
• The candidate must have enough information to be able to assess whether he is qualified or not: Clarify the nature and level of training as well as the certifications required. Indicate the number of years of experience required.

Mistakes to avoid

• Page not adapted to mobile phones (not responsive).
• Job titles (titles) that resemble descriptions.
• Abbreviations, internal acronyms or reference numbers that are useless because they were not filled in by candidates during their search.
• Exclamation points.

These writing tips should not overshadow the employer branding work that must be done beforehand.

To make your job easier and allow you to take stock of your employer brand and that of your competitors, we have provided you with a tool for employer brand benchmark.

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