Writing a job advertisement is a complex process that must take several parameters into account. Depending on the size of your company, you'll have a very precise job description to adhere to, and a list of things not to do, or risk disappointing candidates. That's why we've put together this article to give you a few tips you can draw on if you're in the process of writing a job advertisement.
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Some companies in the textile industry have difficulty recruiting talent. Others succeed, but the candidates' profiles don 't match the job description or corporate culture.
Why, you ask?
Very often, the answer is quite simple: it's either the wrong format, or a job offer/assignment written in the wrong way.
Unfortunately, there's no magic formula for writing an attractive and/or original job offer, because of the many variables that depend on your company.
But there are a number of mistakes to be avoided if you don't want to publish a job ad template that everyone uses.
The fashion and textile industry has many acronyms to describe a specialization or specification of a textile brand, such as RTW for Ready To Wear or WMNS for Womenswear.
The creative professions in this industry are often highly technical, and require the use of appropriate vocabulary if the job offer is to be understood.
If, for example, you're looking for a blurred model maker, specify this instead of simply specifying that you're looking for a model maker, which simplifies the reading.
The problem is that it's the HR teams who are in charge of drafting the offers, and they can't always use the right vocabulary because they don't know it, it's not their job, it's understandable.
Depending on the size of the company, it is often the collection manager who is responsible for filtering applications, wasting a lot of time on profiles that don't match these selection criteria.
If all the criteria have been defined and submitted to the HR teams, when you're in the selection phase, you'll probably find it hard to learn more about all the profiles if you haven't mastered this vocabulary, hence the importance of using very specific vocabulary from the outset.
If you want to check the complexity and specificity of the vocabulary used, to take the example of a model maker, you can have a colleague in a similar position read over the offer.
The clearer you are about the responsibilities of a job, the more it will be taken into account by candidates.
But you need to sort out the essential information from the decorative ones.
Candidates want to know what's expected of them, and whether their profile matches your expectations and their own.
It all depends on the length of the targeted job offer, which varies according to the type of job, specialization, industry, etc.
The best way to achieve this is to be precise and realistic in your expectations.
The first thing to mention when describing a job is what it entails on a day-to-day basis: what tasks will a person in this position have to perform?
The equivalent of a typical day/week.
Then, explain how these tasks translate into results for your company or organization, i.e. by outlining exactly what the successes of a person in this position would be (both in terms of quantity and quality).
Finally, be sure to inform candidates of the possibilities for development offered by this position, so that they can determine whether it's worth their while to invest in it.
Discrimination is prohibited by law.
So it's important to know what constitutes discrimination.
The law prohibits not only discrimination based on ethnicity, age, sexual orientation or gender, but also discrimination based on nationality, religion and family status.
You also need to be aware of your obligations if you have a disabled employee who needs accommodation to perform his or her duties effectively.
This may involve, for example, granting extra time off for medical appointments, or providing special equipment in the workplace (e.g. an office chair with armrests).
You need to watch out for biased terminology.
It's important to know the difference between the ideal candidate and ancillary skills.
Even if they are desirable, you need to distinguish between essential and decorative skills, as mentioned above.
At the same time, we're flexible about which skills are desirable, and demanding about those that are essential.
Before posting a job offer, you need to determine your typical profile for this position: level of education, professional experience, software skills, product range and types, etc.
If you don't, you may find it very difficult to choose the right candidate and make the right choice in the long term.
It may sound silly, but grammatical errors and even carelessness can scare off candidates who get the impression that the company isn't serious, and may implicitly understand that if they don't pay attention to how the job offer is written, they won't be given due consideration.
You can use various tools to check grammar and syntax, such as Merci.app, Grammarly or Antidote.
Citing prerequisites that are not essential for the position you're looking for is a mistake to be avoided at all costs.
A potential candidate will be disappointed not to be able to apply for your job vacancy , or will feel that they don't measure up to other candidates who have more experience and skills than they do.
As a result, they'll be less motivated to respond to your ad and succeed in their job interview.
Just do a simple job search and you'll see the massive use of terms like "highly recommended", "big plus" if you've mastered x skill.
The way they're presented is often perceived as a prerequisite , when in fact it's not: you'll be closing the door on many profiles that could match your needs.
If it's not a compulsory skill for the position, don't mention it - you'll just make the ad more vague than attractive.
If you're looking to recruit talent, you've already defined a mission and, at the very least, a corporate culture.
Too often, ads explain what the company does, but the mission is non-existent, even if the trend is beginning to reverse.
Whereas it's a company's mission, vision or values that can convince a candidate to apply to your organization.
It's important to communicate the salary and bonus details of your offer as soon as possible.
Candidates are looking for this information; if you don't give it to them, they'll assume your company doesn't pay well or isn't very demanding.
I know it's difficult, because there are many variables to take into account, such as the level of expertise, the type of profile or the software mastered, but at the very least, give a salary range.
As well as communicating this information immediately to candidates, make sure that what you say is clear and precise : don't leave out any details (such as the amount of salary increase they can expect), and don't use vague terms such as "the salary will be proportional to your skills and experience".
Candidates want accurate information so they can make an informed decision about whether or not the job is right for them.
Being dishonest with your candidates can have serious consequences.
You'll lose their trust and they won't be willing to work for you later, not to mention their personal network who won't work with you in the future either, or the bad reputation on social networks like Glassdoor.
This is something to be avoided at all costs!
You've developed your brand, you know your company's strengths and yet, when you write the job offer you want to send to potential candidates, you have to be careful not to say too much!
The aim is to highlight the job profile and the skills required to fill it.
Talk more about the candidate than about your company, about what he or she will achieve, the prospects for development and what he or she will build through contribution.
Use the second person more than the first.
To use the definition of filler words, these are words that are used to avoid silences, when writing a job offer, they are useless and just take up space.
Every word, every adjective, every expression must be of interest and present for a specific purpose.
Don't reuse old job descriptions.
It's a bad idea that can make your company look unprofessional and lazy.
You can't reuse a job advert aimed at stylists for an advert aimed at model makers.
At the same time, you need to know that a job ad vert must be constantly evolving to improve your results and constantly adapt to changing job requirements and candidate needs.
The deadline is the date by which you intend to make a decision regarding the position.
The next steps are the actions you will take after receiving the application.
It's important to be clear on both points, so that candidates don't waste their time or yours!
The ad must answer three questions:
If this is not the case, some candidates may say they have time and postpone their application.
Yes, writing a job ad is far from an obvious task, requiring you to continually test new things, formats and presentations.
That's why you can automate your recruitment with a fashion freelance platform.
The process is very simple:
As easy as sending a letter to the post office.
In any case, here are the 10 mistakes to avoid (4 as a bonus) when posting a job offer. I hope these tips make it easier for you to find your ideal candidate!
Crafting Connections, Empowering Creativity.
