There are many sites to post a job offer. Candidates can surf on the numerous offers and it is therefore essential to write an ad that attracts attention. Writing an advertisement to recruit staff is not as easy as some people think. These “few lines” which do not even require sentence construction require detailed knowledge of the laws but also strategic thinking to attract the best talents. How to do it?
Beware of the trap of discriminatory advertising!
When you write an ad for a vacancy, every word must be weighed so that it has the desired impact. Also, this work on the words you use will allow you to avoid producing an ad that could be considered discriminatory.
The principles of non-discrimination are enshrined in the Labor Code (article L. 1132-1), but also in the Penal Code (articles 225-1 and 225-2). The content of the job offer must not contain any discriminatory mention.
Thus, statements such as “ position reserved for disabled people”, “valid person”, “looking for male site manager”, “looking for saleswoman”, “without children”, “of nationality French”, “aged 25 to 35” etc… are prohibited. However, for ccertain well-defined professions, it is possible to mention the criterion of sex when this reason constitutes a professional requirement essential and decisive for occupying the position, but also age under certain conditions.
The essential points dictated by law
However, minimum age limits are permitted when required by law. For example, it is prohibited to employ workers under the age of eighteen in certain categories of work exposing them to risks to their health, their safety, their morality or exceeding their strength (article L. 4153-8 of the Labor Code).
It is possible to refer in a job offer to a public system to support the hiring of certain categories of people (apprenticeship contract, professionalization contract). Your recruitment must be open to any candidate. The job offer must focus only on the skills and qualifications required in relation to the characteristics of the position to be filled.
The 25 discrimination criteria prohibited by law are as follows: origin, sex, morals, sexual orientation, gender identity, membership or non-membership, true or supposed, to an ethnic group, a nation or a race, political opinions, trade union or mutualist activities, religious beliefs, physical appearance, surname, state of health, disability, loss of autonomy, state of pregnancy, age, family situation, genetic characteristics, place of residence, bank domiciliation, the ability to express oneself in a language other than French, economic vulnerability, or even the status of whistleblower.
You would like, for example, to set a relatively precise age for your recruitment: 50 years old. Do not use an exact number. It will be wiser to specify that you are looking for someone with several years of experience.
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The wording of the position: not as obvious as you might think…
However, this choice is crucial so that the candidate can respond wisely. In the vast world of business, the same job name will cover very different functions. To find the titleIf this is the most accurate, do a brief survey of your colleaguesurs but also consult the published advertisements which will give you good indications, as well as the sheets of the Operational Directory of Trades and Employment (ROME 4.0) of France Work (ex-Pôle emploi): choose several labels and ask them to define what type of skills they can refer to.
Also be sure to use universal and specific keywords to maximize your ad’s visibility with applicant sorting software (ATS) and automated job search engines.
Choose the sections carefully.
Focus on the sections to select: – The position to be filled, – Missions to complete – The main tasks – Responsibilities linked to the position – The level of training and skills required – Development prospects – The required qualities (mymastery of certain tools: software, etc., use of a language, etc.) – Personal qualities (teamwork, autonomy, rigorr…).
Don’t forget to indicate the characteristics of your company because this is the heart of your ad: Large companySME, VSE, market leader, SME in full expansion… This is an essential point because it is very attractive for all those who are likely to be looking for this or that type of position. All tastests are in nature and not everyone necessarily wants to join a large company. Intelligently attract people who might want to join you. Also, do not hesitate to encourage the future candidate to go directly to your site to get to know you better. Introduce your site with a sentence like: “Discover your future business by clicking on this link”.
Show salary: a legal obligation and a major asset
A candidate is looking for a job but also a salary! In accordance with the requirements of the European directive on pay transparencyit is now mandatory to indicate the exact salary or a clear salary range as soon as the advertisement is published. Not only does this put you in compliance with the law, but you will immediately put candidates at ease and confidence. (Remember that it is also strictly forbidden to question a candidate about their salary history during interviews).
Make the candidate want to join your team
Today’s professional world requires constant attention to Quality of Life and Working Conditions (QVCT). It will not be in vain to discuss the humanist values, the concrete and proven CSR commitments of your company, as well as the atmosphere that reigns there.
Also remember to specify:
- Flexible working policy: teleworking schedule (e.g. 2 days per week), possibility of part-time work or flexible hours.
- Social benefits (Comp&Ben): mutual insurance, meal voucher cards, profit-sharing, equipment or training budget.
- Development prospects: possible career paths when joining you.
What to put in your ad?
- the title of the position (clear and referenced ATS);
- the date of issue and/or updating of the offer;
- the name of the employer (except anonymous offers);
- the description of tasks and responsibilities;
- the type of contract (CDD, CDI, subsidized contract, apprenticeship, etc.) and the duration of the work;
- the exact remuneration or salary range (legal obligation);
- the methods of organizing work (face-to-face, hybrid or teleworking);
- the sector of activity and the social benefits offered;
- the workplace;
- the progress of the recruitment process (number of steps, response times and transparency if an AI tool is involved in the first filter).
Points not to be overlooked:
- the location: easy to access, close to public transport, etc.;
- the location: within a large city or in the suburbs;
- the organization of work (face-to-face / teleworking);
- the obligation to have a driving license if this is the case;
- the expected qualities: rigor, punctuality, outgoing personality, etc.;
- the clarity and speed of the candidate journey.
