Writing a well-crafted job ad is a good first step to attract top quality marketing candidates. However, not enough companies put the time and effort into writing job ads. They are often rushed, vague, challenging to read and leave candidates with more questions than answers.

Here are 5 common mistakes to avoid when writing marketing job ads:

1. Your Ads Are Not Specific Enough

marketing job ads

Marketing job ads need to be as laser-focused as possible. There are a lot of marketing professionals who could be qualified for many different marketing jobs and titles. This often leads to companies getting resumes from professionals across the spectrum – qualified, not qualified, over-qualified. If you are not specific, you will fail to attract the exact types of candidates you are seeking.

2. Poor Ad Targeting

Your job ad needs to be targeted to the right audience. You need to post the ad in places where marketing professionals are most likely to see it. Do some research to identify job boards, marketing groups, and websites where your ideal candidates are likely to frequent.

3. Using a Complicated Job Title

The job title in your ad should be fairly straightforward. If a candidate cannot immediately decipher what the job is, you could lose them. Worse yet, you could have a large number of unqualified candidates applying for the role, which could increase the time needed to go through the list of applicants.

4. Using Too Much Industry Jargon

The marketing industry is full of jargon, acronyms, and insider terminology. Everyone seems to be looking for gurus and ninjas to add to their marketing team. Using too much jargon can make your job ad more difficult to understand. It will make it harder for candidates to fully grasp what the job is and whether they feel they are qualified for the role. Keep it simple.

5. Not Marketing to Your Ideal Candidates

Your ad needs to be informative and targeted, but you also need to use your marketing skills to gain the attention of candidates. Know who you are targeting, market the benefits of the role, and have a clear call to action for the next steps you want candidates to take.

More Marketing Recruiting Advice

Get more marketing recruiting tips by reading these insightful blog posts from our marketing recruiters:

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IQ PARTNERS is an Executive Search & Recruitment firm supporting clients across the country. We help companies hire better, hire less & retain more. We have specialist teams of recruiters in Executive Search / Board & C-Suite, Technology, Media, Digital & Marketing, Accounting & Finance, Financial Services & Insurance, Cannabis, Startup, Data Science, Consumer, eCommerce & Retail, Operations & HR, Manufacturing, Supply Chain & Engineering, Legal & Professional Services, Pharmaceutical & Life Sciences, Non-Profit & Sustainability, and Sales. IQ PARTNERS has its head office in Toronto and operates internationally via Aravati Global Search Network. Click here to view current job openings and to register with us.

Mark Rouse Marketing Recruiter

Mark Rouse

Mark leads Canada’s largest Marketing Communications & Media recruitment practice. Leveraging close to two decades of industry experience in the Marketing Services and Agency businesses, he has been responsible for hiring, developing, and retaining top talent as Vice-President with companies such as Young & Rubicam, Wunderman, and J. Walter Thompson.

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