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Employer brand

6 Ways to Make Your Job Post Pop

Clare Hopping

Phil Campbell/flickr Phil Campbell/flickr

When it comes to job posts, most companies choose to write a simple description of what’s entailed in each available role. But in a global online job market where 77% of all job openings are posted on LinkedIn, according to leaderswest, your job post can be so much more than that.

A good job post does more than attract top applicants to your company: it also serves as an excellent marketing tool. A creative post is more likely to receive more applications, giving your company a better chance of attracting the best candidates while also enhancing your employer brand. Let’s look at a couple of ways to make your job post really pop!

1. Tapping into the Unexpected

Since the majority of job posts focus on the main facts or requirements for the vacancy, there’s a gap in the market for something a little more fun and unexpected. By using different vocabulary or adding a few less usual “requirements,” you can create an eye-catching post that grabs attention with its language rather than simply through its design.

Take this listing from the MIT Media Lab. When the company is telling you, “If you fit into typical academia, this is probably not the job for you,” how can you resist taking a closer look?

2. Design Choice

Of course, after the actual wording of a job post, the next most important detail is its design. A creative or innovative design choice not only stands out to applicants, but will also signpost your company as a place where creativity and difference are embraced. Jobgrams are good examples of this – they provide all the relevant information, but in a neat, visually stimulating way designed for “shareability.”

3. Playing with Controversy

If you’re looking for bold applicants, then you should be showing them that you’re the kind of bold company they’d want to work for. People naturally pick up on anything unusual or controversial, especially in something they expect to be bland, so this technique can really pique interest if done correctly.

Take this McDonald’s post, which tries to shock you with an incredibly controversial leading line, but reveals a positive, tongue-in-cheek message in the small print.McDonaldsindividuals

4. Play to Your Audience

If you think you know the kind of people who will be applying to fill your company’s vacancy, you should be using that knowledge to your advantage. These ads for Android launcher EverythingMe utilise American pop culture icons and link them to specific jobs, hoping to enlist a team of “geeks” for their high-tech company.


By the same token, you could also choose to make a listing that challenges applicants. Take this simple post, by Horizon FCB, which serves to attract competitive candidates who like to be tested. Like we said, not everything has to be done through design alone


5. Go All Out

Lastly, you can choose to do more than just a simple job post and go completely wild with your hiring strategy. Beyond a simple creative video, there are lots of other innovative ways you can market your job beyond a mere listing. Campaigns like Tourism Australia’s “Best Jobs in the World” and very.co.uk’s Fashion Advisor competition, as featured on PR Newswire, not only generate buzz, but also brand your company as one that’s willing to do anything and everything to find the right people for the job.

6. Use video to bring your ad alive

Video job adverts, delivered through secure technologies such as LaunchPad, create the perfect foundation for a candidate to get closer to the job itself. A view inside the business, articulated by the actual team they’ll work with, can make all the difference for tipping someone over the edge and applying.


Job posts no longer have to be boring – in fact, the more interesting and engaging they are, the more likely it is that you’ll attract exactly the applicant that your vacancy demands. Doing something a little different will make you stand out from the crowd and give your company some personality, which will make you even more enticing for prospective candidates.

Clare Hopping

Clare Hopping has been involved in the recruitment of both full-time employees and freelance staff for ten years. She specialises in recruiting staff via social media and digital platforms.