We ran a great webinar with Broadbean today to show recruiters what they need to stop doing with their job adverts. We want to help our community become innovative with their adverts, place more candidates, engage more clients, and become more successful in 2017. We talked about: What words stop people applying for jobs and what to replace them with Do "Rock Stars" and "Geniuses" help or hinder job applications? When to advertise jobs Whether to mention your clients' names or not Which apps can help us with our job adverts Size matters - but which size are we aiming for? Is Christmas Day a great day to post a job? If you want more advice on creating innovative adverts, get in touch at roi@barclayjones.com for a free consultation. As usual, we asked a few questions to find out how our recruiter community is feeling about 2016, and the results were revealing! 55% aren't measuring ROI, and 17% didn't really know what they should be measuring! 54% feel like change isn't being managed well within their business 86% say the systems they're buying are benefitting their recruiters... but only 50% have any objectives or goals for their recruitment tech? This smacks of a lack of relevant expectations. If you missed the webinar, catch up in the slideshare - and note there's a video attached to watch too.

3. We make recruiters more successful

4. A bit about Broadbean

5. 8 Years Later…

6. Tweet during the webinar!
#RecruitClever

7. What is 2017 all about?

8. Sick of…

9. Poll

10. Chat Question

11. Listen to our
STOP webinars

12. Poll

13. History of the
job advert

14. Just after the
dinosaurs

15. 3000bc (ish)

16. 1500 (ish)

17. 2000 (ish)

18. 2003 (ish)

19. We don’t charge for
adverts, and we don’t
spend time… mmm…
recruiters make
it look so easy…
I’ll give it a go
myself!
We demonstrate to clients that
crap adverts place talent!

20. 2017 - Job Adverts have a Job to do…

21. 5 things to stop doing
with your job adverts in
2017!

22. Poll

23. Stop writing adverts
for code breakers!
Unless they’re for coders!

25. 3 out of 5 people find jargon annoying…
… 57% put off applying
64% DON’T apply for jobs where they don’t
get the job title

26. Say What?
Media Distribution Officer?
Paper Boy / Girl
Brand Champion / Warrior?
Sales Assistant
Sanitation Engineer?
Bin Man / Cleaner
Talent Delivery Specialist?
Recruiter
Family Protection Consultant?
Insurance Telesales Worker

27. Keep going if you want to
attract people who don’t
care where they work or
how much they earn!
That’s a USP!

28. Poll

29. Stop and THINK!
4,002??
15,740!!

31. Isle of White
Primery School Teacher
Sales Manger
(36) Sales Leed
Pubic Relations
Primery School Teacher

32. 0%
2%
4%
6%
8%
10%
12%
10 20 30 40 50 60 70 80
Impact of job title length on application rates
No. Characters
0%
2%
4%
6%
8%
10%
12%
14%
16%
1K 2K 3k 4k 5k 6k 7k 8k 9k 10k
Impact of job description length
No. Characters

33.  300% increase in applications IF they take less than 5
minutes
 Job titles between 50-60 characters are clicked on 40%
more
(Clear and descriptive content have a material influence on a candidate’s decision to apply)
 Job descriptions between 2,000 and 10,000 characters are clicked
on x5 more than similar job descriptions of less than 1,000
characters
 Descriptions between 4,000 and 5,000 spike at 15% (CTA)

35. Poll

36. Stop making the job
look dull!

37. YouMUSTworkwithpeoplewhodo
thisroleorwhothispersonwill
reportto

38. Poll

39. Stop thinking that
there’s a best time to
post!
Because there isn’t!

40. Fixed v Growth
Poor adverts = poor response

41. Poll

42. Stop seeing writing adverts as
Admin!

43. Just stop it!
I’m really good at
this and that’s is
why I charge…
now let me get on
with my job!
OR Rinse, EDIT and repeat…
Take their input on how they would
sell the role/write the advert?

44. Attract Clients

45. Attract passives

46. Attract Recruiters

47. Stop!!! 1. Confusing a job specification with a Job Advert
2. Running a campaign without doing any basic research first. (ie. Choosing the Best
job title, right salary, doing competitor analysis, choosing the best job advertising
channels)
3. Trying to screen applicants in the main advertising copy
4. Failing to optimise keywords on competitive job titles
5. Selecting the wrong advertising channels or committing to a single advertising
channel for all jobs
6. Managing campaigns from an inbox or Excel spread sheet
7. Failing to screen applicants properly / or shortlisting applicants purely against skills
and experience
8. Not measuring their performance and planning to make improvements
9. Prioritising getting the job filled, over getting job filled with very best applicant!!!
10. Choosing the wrong job titles

48. What are you taking away?

50. For free
recruiter
advice,
tutorials and
guides…