Job Advertising
With only a mere fraction of these applicants being worth consideration, the ad placement costs and administrative time spent sifting through second-rate resumes hardly justifies posting arbitrary job ads to begin with. To amplify the problem, indiscriminate job advertising does not even reach the most coveted talent – passive candidates. That is because comfortably employed high-achievers rarely read job ads; their undivided attention is on helping their organization keep ahead of the competition.
What Is Needed
The major reasons that job ads fail is twofold: 1) they lack a strategic target; and 2) they do not appeal to the "buyer emotions" of career-minded individuals. To achieve a more qualitative than quantitative response rate, job ads must be targeted, personalized, and creative. Ultimately, it is necessary to adopt a classic “marketing” approach to reach a more select audience and to elicit a higher quality response rate.
Our Solution
Talent Pull Marketing jobs ads make an impact because of their revolutionary structure which appeals directly to the “buyer emotions” of career-minded individuals. This distinctive format would not be possible without a compelling Job Value Proposition to inspire it.
Our job ads are structured accordingly:
- We present a Challenge
- We describe its Importance
- We outline the major Responsibilities
- We provide a roadmap for Success
- We entice them with Rewards
- We inspire them with your Story
- We celebrate your Culture
- We call them to Action
Like effective marketing, this job ad structure appeals to the “buyer's emotions” of the audience you are trying to attract — A-players.
