- Ensure that your job title is specific enough to capture the correct candidates. Job titles that are too general will attract views from the wrong people and you will miss out on good candidates.Use keywords for better search ability, allowing job seekers to find your advert easily.
- Include plenty of detail about the skills you require. Being clear about the skills a candidate needs to do their job will not only bring you better applications, it will allow the right job seeker to gain confidence in their potential contribution to your company.
- Don’t demand skills that aren’t really necessary for the job. You could exclude good candidates by requesting that candidates have skills or qualifications they won’t need for the role.
- When you create a job description, you are providing job seekers with a preview of your company’s culture and professionalism. Make sure your job advert is well written and that the tone reflects your company culture. Include plenty of information about your company, particularly if it’s not well known so that candidates can consider if they will fit in.
With the continued growth of people studying law, it has become the second most popular subject to study in the UK. So, it goes without saying that legal jobs are some of the most desired. This gives legal employers a wide field to impress when they advertise for a position. It’s therefore vital that your job advertisements are of the highest quality, dynamic and engaging in order to attract the best candidates from this extensive selection.
If you have not been through the process before, it can be difficult to know what exactly to include in your advert. That’s why we’ve compiled a list of a few simple tips, based on the success of the law jobs on our own site, to ensure you create a job advert which stands out and attracts the right candidates.
Step 1 – Be specific
With thousands of positions on offer across the country, what will make yours the stand out option? The job title has to mirror what job seekers are looking for. Whether it’s the individuality of the title that makes it stand out or just the apt choice of wording that triggers more matches, you have to make your advert easily discoverable. Overly complicated or technical job titles for a junior role can be off-putting.
With so many practice areas within the legal industry, you need to make sure you get the applicants with the right skill set for your role. Be specific, for example, if you have an advert for a ‘Property Lawyer’, you could attract applicants who specialise in commercial law or residential law. If you need someone that has more experience in residential law, you are more likely to find a suitable candidate by using ‘Residential Property Lawyer’ as the job title.
Step 2 – Skills must be invaluable
The most effective way to attract good applicants is to convince them that their skills and knowledge are indispensable to your team. Everyone looks to be a member of a group who admires their skills and feels that they can contribute in some way. By including a substantial collection of skills that you require, you can improve a job seekers impression of your company. Imagine they are working from a checklist that displays each of their talents. The more boxes you are able to tick off, the higher chance you have of appealing to them; improving your chances of receiving more quality applications.
Step 3 – Balance suitability and reachability
There are various ways you can go about gaining applicants and it’s all about being competitive with other firms. For example, you can make your requirements extensive and risk only pulling in a few applicants (hopefully of high quality). Or, you can have far more relaxed expectations and few requirements; you’ll get plenty of applicants, but many of them may be a lot less skilled. Ideally, finding a balance between the two is the best way to compete against rivals as you allow yourself to get a few more candidates whilst maintaining a higher standard. For example, firms that are looking for private client lawyers will usually demand a specified period of experience from their candidates before employing. You could demand at least 5 years of experience but this would massively reduce the number of job seekers that could apply for the job. At the same time, requiring only 1 year of experience would gain a lot of interest but perhaps from lawyers of a lower quality. The best solution would be to be more flexible, however, this does depend on the level of role and how important experience is, finding a balance between these two as you will produce a combination of quality and quantity.
Step 4 – Make your description flow
Start by describing exactly what the job role entails, it will allow a job seeker to understand whether this is the right role for them, producing a committed applicant.
It’s easier to do this if they know a little bit about your firm, where you’ve come from and your future growth plans as they can begin to think about what they can do personally to make a difference. Including this in the introduction sets them up to be able to read the rest of the advert with purpose, allowing them to formulate strategies of their own. You could follow this up with a general overview of the position and why it is important that you fill this vacancy.
Explain your goals and aims to the reader; what are the responsibilities of the employee and how will the role feed into the business. A bullet point format is more than welcome, it improves the clarity of your expectations and is easier to read. It’s important not to let this section overflow with information as you’ll confuse applicants. Remember to describe the type of individual you are looking for and how you see the role fitting into your company.
Expanding on the skills and qualifications that you have expressed the need for already should be the bulk of the advert, as you should be focussing on what it is you want from an applicant. You should attempt to divide these into skills into which are ‘essential’ and those ‘desired’. You then have the choice of following up with a brief explanation of the salaries, bonuses and overtime payments etc. although this is not always recommended as job seekers can begin to rank jobs on the generosity of payment rather than the tasks in focus. Moreover, if you are willing to pay high salaries this can put you at an advantage.
Step 5 – Don’t be generic
Trying to think of job seekers as potential clients is really important. Make sure that your advert stands out to job seekers, offering something different and encouraging them to want to work for you as this in will attract more qualified applicants. It’s possible, that as a large firm you may have similar job posts available at one time; whether they’re in a different location or they’re a slightly different role within the same office. In this situation, it’s important that write each advert uniquely. Copy and pasting the same description to each position can look lazy and can also undervalue skills required.
Remember – getting applications is half the battle of recruiting, so your job description is important. Be unique, keep is fresh and don’t over complicate things.
Struggling to find the perfect candidate?
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Whether you want full control or us to take the reins, we have a wide range of packages to suit all business needs, offering a cost-effective alternative to traditional recruitment methods.
For a tailored quote call us on 01772 913937 or email us firstname.lastname@example.org
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