Why you’re not taking our Copywriting for Recruiters training course. And why you should.
It’s shocking I know, but there are still some people out there who think they don’t need to take one of our recruitment copywriting courses.
Here are some of the reasons they give:
“We don’t really use job adverts. We’re headhunters.”
Advertising jobs and direct sourcing are fundamentally the same thing. They both involve persuasion. Or at least they should.
Do you tell your clients that you can find them better candidates than they can?
Probably.
But can you demonstrate any evidence of this? Can you sell their roles verbally?
Then why not in writing?
“We just use the client’s job descriptions.”
That’s nowhere near enough to interest potential candidates. Especially the good ones.
Job adverts and job descriptions aren’t the same thing. Describing something isn’t the same as selling something.
Candidates who apply to job descriptions haven’t read them. I mean, why would they?
Who wants to read a 900 word, long boring document this early in the recruitment process? Nobody. Not even desperate people.
They’ll just look at the job title, location and salary and if that fits, they’ll click the ‘apply’ button.
Some may even have had this internal dialogue;
“Well, if the recruiter doesn’t care, why the hell should I?”
That’s why you’re left with a pile of unsuitable CVs.
“We think our adverts are already pretty good”
They’re not. I checked.
They’re mostly just a list of required skills and job tasks.
You’re going to need more than a friendly tone of voice and a few exclamation marks to convert the more discerning candidates.
Those types of ads will only attract people who need another job. The best candidates are often people who want a better job.
Good job ads will also improve your agency’s brand.
There’s only one excuse why a recruiter doesn’t need to start upping the advertising game, and it’s this;
“We’re only trying to attract people who are either unemployed or in jobs they hate.”
And there’s nothing wrong with that – if you specialise in sectors or job disciplines where there are always lots of available candidates.
But you also need to understand that by doing this, you’re only speaking to about 20-30% of the total candidate audience. Because whilst the majority of people are open to changing jobs (if the new job is an improvement), they’ll only start that process if the benefits of the new job are made crystal clear.
Here’s just one of hundreds of testimonials from other recruiters who’ve taken our training;
“As an experienced recruiter I was dubious about the benefits of the copywriting course advertised by Mitch, but remained conscious of the trap that most professionals fall into, which is “we’ve always done it this way, therefore it must be right, right?”.
I outlined my concerns to Mitch on the phone and he allayed my fears, so I decided to sign-up.
Whilst the course contained delegates at varying levels of experience (and comfort with writing promotional material), the course was flexible and fluid enough to be relevant to everyone. Both of the presenters were engaging and the content was really useful.
As a self-employed contractor it was important for me to feel that my investment was worthwhile and I can wholeheartedly say that it was.
It’s not easy for a practised recruiter to admit that they need development, but the truth is that everyone can benefit from this course; as even the most accomplished copywriters will derive significant value from a contemporary look at how they can differentiate themselves from their competitors.”
Tempted? Our recruitment copywriting courses will help you attract more of the right people and less of the wrong people. Guaranteed.
