5 reasons why your recruitment ad isn’t delivering the right candidates
Crafting an effective recruitment ad is crucial for attracting the best candidates in any field, let alone the medical field in Australia, where there are shortages of skilled professionals. However, many job ads fall short of their potential, resulting in fewer applications and a less diverse pool of candidates. Here are some common flaws that may be holding back your recruitment ad, along with strategies to fix them. This guide is based on the latest insights and data from the Annual AusDoc.JOBS job seeker study and other reliable sources.
1. Too Much Tell, Not Enough Sell
The Problem: Many job ads focus heavily on listing the responsibilities and requirements of the role without highlighting the benefits and opportunities that come with it. This approach can make the ad seem dry and unappealing.
The Solution:
- Emphasise Benefits: Clearly state what makes your practice an attractive place to work. Highlight opportunities for professional growth, work-life balance and other unique benefits that only this role may offer. For example, 72% of job seekers consider salary and billing percentage as a top criterion.
- Showcase Culture: Provide insights into the workplace culture, support systems and any initiatives that promote employee wellbeing.
2. Too Many Words
The Problem: Long, wordy ads can overwhelm candidates and make key information difficult to find. This can deter potential applicants from reading the entire ad or applying.
The Solution:
- Keep it Concise: Focus on the essential information. Use bullet points for responsibilities and requirements to make the ad more readable.
- Clear Structure: Divide the ad into clear sections with headings, such as Job Title, Role Summary, Responsibilities, Requirements, and Benefits.
3. Too Impersonal
The Problem: An overly formal or generic tone can make the ad seem uninviting. Candidates want to feel a connection to the place where they might work.
The Solution:
- Use a Warm Tone: Write in a friendly and approachable tone. Address the candidate directly and personalise the ad where possible.
- Highlight People: Mention team dynamics, mentorship opportunities, and introduce key staff members if relevant.
4. Too Prescriptive
The Problem: Overly detailed and strict requirements can discourage otherwise qualified candidates from applying. They might feel they don’t meet every single criterion listed.
The Solution:
- Focus on Essentials: List only the most crucial qualifications and skills. Use words like ‘preferred’ rather than ‘required’ to indicate flexibility.
- Encourage Diverse Applicants: Include a statement encouraging applications from candidates who may not meet every requirement but are eager to learn and grow.
5. Too Upbeat
The Problem: An excessively positive tone can seem unrealistic and may make candidates sceptical. It’s important to strike a balance between enthusiasm and authenticity. Implementing these strategies will not only enhance job satisfaction and retention but also improve patient care and organisational success.
The Solution:
- Be Honest: While it’s important to highlight the positives, be honest about the challenges and expectations of the role.
- Realistic Preview: Provide a realistic job preview to manage expectations and attract candidates who are genuinely interested in the role.
Example of an Improved Recruitment Ad
Job Title: General Practitioner
Role Summary: Join our dynamic multidisciplinary team at [Practice Name], where we prioritise patient care and professional growth. We are seeking a dedicated General Practitioner who is passionate about delivering high-quality healthcare services to a large, existing patient base.
Responsibilities:
- Provide comprehensive medical care to patients.
- Collaborate with a multidisciplinary team, including allied health and pathology services onsite.
- Participate in paid ongoing professional development.
Requirements:
- MBBS degree or equivalent.
- Registration with the Medical Board of Australia.
- Strong communication and interpersonal skills.
Benefits:
- Competitive salary with attractive billing percentage (72% of job seekers consider this a top criterion).
- Flexible working hours to support work-life balance.
- Existing patient base.
- Opportunities for career progression and professional development.
About Us: At [Practice Name], we value diversity and inclusivity. Our team is committed to creating a supportive and collaborative work environment. We offer mentorship programs and regular team-building activities to foster a positive workplace culture.
How to Apply: Interested candidates are invited to submit their resume and cover letter to [Email Address] by [Application Deadline]. For more information, please contact [Contact Person] at [Phone Number].
Conclusion
Improving your recruitment ad involves balancing essential information with engaging content. By addressing these common flaws and implementing the suggested solutions, you can create a compelling ad that attracts a diverse and qualified pool of candidates. This approach will not only increase the number of applications but also improve the overall quality of your hires, contributing to a stronger and more effective medical team.
Tag
Job Ad Writing