Star chef Ron Blaauw was unable to maintain his service level due to a lack of staff, so he closed two of his restaurants in the summer of 2018. And he is not the only entrepreneur with the same problem. At the end of June 2019, the number of vacancies had risen to a new record position of 284 thousand. It is therefore important that your vacancy fits in well with the target group. Clearly, concretely and visually are the three requirements that a vacancy according to experts from YoungCapital must meet.
Make vacancies scanable
Make sure your texts can be easily scanned for young people, advises marketing director Margriet de Kroon. “Too many vacancies are still being written with a wide computer screen in mind, while young people read them on their smartphone. Optimize your vacancy for mobile. Young people have a short attention span. Therefore, use bullet points and short sentences, so that your vacancy text can be easily scanned. ”
De Kroon continues: “Start your vacancy with the most important information for young people: the salary, the career opportunities, the number of working hours per week and the classification of those hours. You can then tell in separate paragraphs what a working day at your company looks like, who you are exactly looking for and what the work entails. ”
Avoid container concepts and focus on specific content in job openings, advises content manager Eveline Praal. "You are a real spider in the web with a hands-on mentality." What does that actually mean? And who feels addressed by this? Young people at least not. So delete those clichés.
Use the space to answer the questions that your applicants have. In addition to what they will earn, young people want to know what the position entails. Not over, not vague, but concrete. With examples. "
Young people literally want to get a picture of your organization, says marketing manager Deni Barisic. “It's not just work that counts, candidates also want to see their future team and work environment. Increase the chance of a good match by giving them a good image in advance with a video and photography. Ask your target group what they want to know. For example, during a conversation with candidates for a mechatronics function, we discovered that they would like to see their future workplace. ”
Barisic continues: “Showing yourself also means 'being honest'. If you let employees speak, do not censor them. Show that they can be completely themselves and, if necessary, also ask what they like less. Young people quickly get through advertising talks. Honesty and real people, they want to see that. ”
It has never been so necessary to draw up a good vacancy. To stay ahead of the competition, you must ensure that the vacancy is clear, concrete and visual. With those tips you know how to attract young talent to you.
Guest blog of Lucas Koren van YoungCapital