Whether your agency has a fully-staffed, dedicated recruitment team or is an environment where hiring responsibilities are passed from person to person like a hot potato, nothing changes regarding the importance of producing a great job advertisement to attract the talent you want on board.
When recruiting, the job ad is the first contact many potential candidates will have with your company. It does far more than simply ‘filter’ qualified vs unqualified applicants — it sells your brand, your culture, and can be a crucial tool in attracting the right type of people to your business.
Working as professional recruiters, we see hundreds of LSP job ads each month, from translation internships up to regional sales managers with make-or-break responsibilities, and get to witness first-hand the impact these have on prospective candidates and the feedback they generate.
The importance of creating an effective and attractive job ad cannot be underestimated, so we’ve put together the following four key points to help you generate interest in the right applicants to your business.
How you look
If your job description is hastily put together, hard to read, or bears little resemblance to your corporate branding, this can have a major effect on how the whole prospect of working at your company is perceived by candidates. A company with a shiny, modern website but an awkward, clumsy job ad loses coherence and can cause apprehension in the candidate.
Often JDs are thrown together at short notice by employees hierarchically close to the vacancy, and the presentation of the document goes out the window. Job adverts are called adverts for a reason – make sure yours is presenting the absolute best face of your organization to the world.
Work in conjunction with your marketing team build strong templates to ensure a professional final product that reflects your brand image accurately.
Who you are
Company culture is a huge draw for top-level candidates. Your corporate personality and working style are as important as your technical requirements. Spelling out what kind of a company you are, and what types of employees will thrive with you is key.
Take a good look at the team you have in place, the clients you work with, the challenges you need to defeat, and think about the person (not the qualifications) who will fit here best. Make it as descriptive as you can.
Team environment? Emphasize the importance of being cooperative and resourceful.
Got a straight-talking project management team with tight deadlines? Mention the ability to work under pressure and willingness to take responsibility.
It may seem like a cliché but transparency is the best policy.
Who you want
It sounds obvious, but the more detail you include about the type of candidate you are looking for, the more accurate your responses will be.
Don’t be afraid of being candid: new potential team members need to know if a ‘high energy’ requirement really translates to someone who genuinely enjoys speaking with 100 people on the phone every day.
Take a look at your job title – do your account managers focus mainly on existing clients, or are they also involved in new customer acquisition? How much time are they expected to spend distributing projects vs. consulting with clients? Would a background in your core industry verticals help them really connect with the client, or is an emphasis on localization experience more important here?
Be specific and save yourself a lot of time.
How you sound
Candidates have to impress you, but you also have to impress them in order to be successful in a highly competitive job market.
In an industry built around communication across borders, the way you present yourself through language is paramount.
Of course everyone knows the importance of checking and double-checking your content before publishing (unless you want 99% of your responses to a proofreader ad to come back with ‘Tracked Changes’). But further than this, the style, tone, and language choices in your job ad set the tone for the feedback you get.
You will get mediocre and clichéd responses if you use mediocre and clichéd language. This is a close-knit industry, and daring to be different can really make your ad stand out from the rest.
So stop writing ‘positive attitude’ and ‘good organizational skills’ and start using language to stimulate the right candidate.
“Do you have the ideas to create the perfect translation project workflow?”
“Are you a polyglot with a passion for sales, looking to join one of the fastest-growing industries globally?”
“Do you have the knowledge and business-savvy to advice top-tier clients on their localization needs?”
These aren’t just attention-grabbing gimmicks — they’re a key way to find candidates who are excited to grow your business.
By making a few changes to the way in which you present your company and the role, you can streamline the application process by attracting the candidates you want to meet.
Kat Kempster is the DACH Localization Director at Adaptive Globalization. She recruits on behalf of LSPs from boutique agencies to multinational MLVs, specializing in the DACH and Eastern European regions.
Feel free to reach out to Kat on LinkedIn to connect.
Tel: +49 30 88 49 29 57
E-Mail: kat.kempster (@) adaptiveglobalization.com
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