8 Creative Job Posts and Ads That Will Inspire Yours

Some job announcements just aren’t as juicy as others. But if you’re finding that your ad campaigns and job posts aren’t bringing in the kind of candidates that you’d hoped, it may be time to get creative.

For inspiration, we found eight smart, eye-catching examples that will get your creative juices flowing. These companies not only managed to stand out from the crowd, but did so in a way that conveys their culture and shares their brand story. Take a look!

1. Twitter put out a call for a “Tweeter in Chief” 

In 2019, Twitter put up a listing for an unusually titled job. The social media giant was looking for a “Tweeter in Chief.”

Once you get past the title, the job is actually pretty standard — Twitter just wanted someone to run its own official Twitter account. But a title like that commands you to stop and take notice, which is exactly the point.

Tweeter in Chief Job Description: Location: San Francisco, New York or any office in the US  A thread (sort of): -Tweet Tweet. You’ll be @Twitter on Twitter. Our Tweeter in Chief. You’ll set the tone of who we are and how we act, and talk to people on Twitter. No big deal. -Twitter isn’t like other brands. We’re where all voices come together, where unique conversations happen every day. Twitter is what’s happening in the world, and what people are talking about right now. -We have our own distinct story to tell, but we’re also host to the most amazing conversations in the world. We want to elevate and thank the people who use us. Spark conversations that highlight what unites us. Make the platform and world feel a little smaller. 	-And yes, we want to tell the story of Twitter’s purpose and product innovation. These things might be donuts, summoning circles, Serena Williams or the launch of Retweet with GIF. -You are a master in the art of Twitter, and want to take that passion and expertise to the ultimate, meta level of @Twitter. -You’ll be writing the Tweets for @Twitter, setting the editorial direction and leading a team of incredible community managers. So every day you’ll be reacting to culture, as it happens. -You are extremely plugged into Twitter culture, stan culture, and culture in general. -You are obsessed with building communities and how content travels on the platform. You know what it takes to have a strong Social voice, and you practice what you preach. -You are an expert storyteller and writer, and can apply that thinking to social voice, and creative activations in general. Requirements: -You love Twitter, and are passionate about our purpose and story. -Proven track record of leading the voice/social copywriting for influential brands, with a particular emphasis on Twitter. Show us Tweets! -Razor sharp editing skills; can digest the Twitter voice and apply to everything you do. -Immersed in Twitter culture; you should know what’s happening before we do! -Understanding of the broader marketing landscape. -A desire to work in a fast paced, collaborative environment. -Resourcefulness, attention to detail and comfort offering solutions and clarity where there is ambiguity. -Proficiency crafting creative, inspiring stories that communicate complex concepts simply 	-FUN!

The listing itself also has its playful moments. On top of the requirements and responsibilities you might expect, Twitter points out that “You’ll set the tone of who we are and how we act, and talk to people on Twitter. No big deal.”

If you’re going to use a creative job title, make sure the rest of the job post conveys the same tone — otherwise, it could feel misleading. And if that tone doesn’t reflect your company culture, this technique might not be right for your company, so use it wisely.

2. Atlassian showed it knows employees have a life outside of work

Nearly half of all Americans have a side hustle, and even those that don’t have hobbies they’re passionate about. Atlassian knows that. The software company’s current career’s page puts employees’ extracurricular activities front and center.

Screenshot from Atlassian career page. Includes image of 5 Atlassian employees showing off their hobbies, including dancing, botany, and bugs.  Text box reads:  It's our mission to unleash the potential in every team, and we know that teams perform best when they are diverse and every team member feels that they belong. It's the unique contributions of all Atlassians that drive our success, and we're committed to building a culture where everyone has the opportunity to do meaningful work and be recognized for their efforts. To that end, we are committed to providing an environment free of discrimination for everyone.

“It’s the unique contributions of all Atlassians that drive our success,” the company notes on its website.

Atlassian ties this back to its commitment to diversity and inclusion, stressing that people do their best work when they feel like they can be themselves, and that their diverse background and experiences make them stronger. But it also signals to candidates that Atlassian appreciates you’re more than your job — whether you’re a software developer and budding botanist or a technical writer who loves to knit.

Helping candidates feel seen as individuals is a good way to pique their interest. And if you can tie your campaigns back to your company’s overarching mission and values, your ads and job posts will be stronger for it.

3. IBM used infographics to get the point across quickly 

They say a picture is worth a thousand words. And back in 2016, tech heavyweight IBM took this approach with its job posts, using infographics to help candidates gauge their fit at a glance.

These infographics quickly communicate make-or-break considerations, like the job’s location, compensation, and benefits. There are also blocks of text detailing the role and its requirements, but the bright colors and surrounding graphics help draw the reader’s eye.

Screenshot of 3 IBM job descriptions in infographic form, including Lead Recruiter, Talent Acquisition Manager, and Recruiting Specialist. Infographics include images, illustrations, videos, text, and lots of color.

Visme, the design firm behind the infographics, says that IBM used to create text-heavy landing pages for each role. This was not only time-consuming — taking up to 72 hours for roles with unique needs — but also made it hard to share job posts across different channels. The infographics, on the other hand, take less than an hour to create and can be downloaded as images or PDFs. The team can also generate a link to quickly share them or embed them in an email.

Visme also notes that IBM has seen an uptick in qualified candidates applying for roles.

“Since it’s laid out in a very informative and easy-to-read way, the people that end up applying for the position are more applicable,” Visme writes. “It’s not people who just read the job title and think it’s relevant and then apply.”

Whether it’s an infographic or simple formatting choices like using bulleted lists, the way text is laid out on the page can greatly influence how many people read your post. Aim for straightforward, clutter-free layouts that allow your words to shine.

4. Everlane sent a minimalist message about its open and transparent culture

Clothing retailer Everlane prides itself on “radical transparency.” Prime example: on the store’s website, many cashmere products include a “Transparent Pricing” infographic that breaks down exactly how much the products cost to make. This open and honest spirit is also expressed in its recruitment marketing.

In a post shared to social media a few years ago, Everlane wrote: “We have 1 founder and 46 CEOs. Be the 47th.” The post was accompanied by an image of the company’s open office plan, which really does seem to reflect the flat hierarchy expressed in the caption.

  • Screenshot from Everlane’s Instagram account. Photo is of their office, which has an open floor plan, high ceilings, rows of desks, and lots of natural light.

In just a few words, Everlane managed to speak volumes about who they are and who they want to welcome aboard. The company has grown significantly since then — thanks, no doubt, to thoughtful, tailored posts like this. So, rather than expounding a hundred words, consider using 10 to say something that really matters.

5. Rise refused to be short and sweet — and stood out because of it

As a rule of thumb, short and sweet is usually preferable when it comes to job posts. But sometimes, you’ve got to march to the beat of your own drum. Rise, a sleep analytics startup, did just that with an incredibly long job post that doubled as a letter from its CEO.

Clocking in at more than 1,600 words, the job post covers everything from the company’s mission to the ways the job might evolve over time to the people the new hire would be working with (like an incredible designer named Churo). It also goes into detail about why the role might not be a great fit for some candidates.

Screenshot of portion of Rise Science’s job description for Head of Product Design role.

As the opening makes clear, the purpose of the “letter” is to either help candidates self-select out or realize it’s exactly what they’ve been looking for, which might not be possible in fewer words.

Going long can be a gamble. But if candidates do read to the end and feel inspired and empowered to apply, there’s a greater chance that it’s a role they’re really passionate about.

It’s also rare to see a job post written from the perspective of the CEO, which is sure to leave candidates curious. It makes the post feel more exclusive and impactful, like you’re being let in on something very important — which ties nicely into the company’s mission to solve sleep deprivation.

It’s worth asking the person who will be your new hire’s boss if you can write the job post in their voice. You could also work closely with them to write the post in tandem. This can instantly set your post apart from countless others vying for your candidates’ attention, giving them an inside look at the team they might be joining.

6. MailChimp isn’t afraid to throw in some fun and take things offline

Email marketing service MailChimp isn’t afraid to have a little fun with its ads. It once tested a Napoleon Dynamite-inspired ad to see if it would have an impact on attendance at an informal meet and greet. It did — the number of attendees nearly doubled compared to a previous event.

  • Screenshot of image from MailChimp's Napoleon Dynamite-inspired job ad

The company has also mastered creative campus recruitment. Notably, it once created job ads made to look like baseball cards that recruiters could hand out at job fairs.

  • Screenshot of MailChimp's job ad campaign featuring existing employees and their title in the company as baseball cards.

The brilliance of these cards isn’t just that they’re memorable (although they are). They’re also the perfect size to slip into your pocket and rediscover later, causing candidates to take that much-needed second look.

MailChimp proves that you can get creative with your employer branding on and offline. So if your once-reliable methods for spreading the word aren’t working as well as you’d like, consider experimenting a little. Being just a wee bit playful can be more rewarding than it is risky.

7. MIT Media Lab defied expectations for a research facility by focusing on passion over qualifications 

Higher education institutes don’t exactly have a reputation for being daring. Perhaps that’s why the Media Lab at MIT once put out an ad for an “undefined discipline” job that scatters any preconceived notions you might have about it in seconds.

  • Screenshot of Media Lab at MIT’s posting for “undefined discipline” job:  The Media Lab is a cross-disciplinary research organization focusing on the invention of new media technologies that radically improve the ways people live, learn, work, and play.  We are seeking a new kind of early career faculty member, not defined by discipline, rather by his or her unique and iconoclastic experience, style, and points of view. You can be a designer, inventor, scientist, or scholar — any combination — as long as you make things that matter. Impact is key.  This means somebody with at least 3 sets of characteristics:  1. Being deeply versed in a minimum of two fields, preferably not ones normally juxtaposed; 2. Being an orthogonal and counter-intuitive thinker, even a misfit within normal structures; 3. Having a fearless personality, boundless optimism, and desire to change the world.  Any disciplines apply as long as their confluence shows promise of solving big, difficult, and long-term problems. And, most importantly, candidates must explain why their work really can only be done at the Media Lab. We prefer candidates not be similar to our existing faculty. We welcome applicants who have never considered academic careers. If you fit into typical academia, this probably isn’t the job for you.  The position has no specific degree requirement. Instead, candidates must show evidence of engineering accomplishment, scientific achievement, design innovation or artistic accomplishment. We are looking for a strong nix of invention, discovery and expression.  Applications should consist of one URL — the web site can be designed in whatever manner best characterizes the candidate’s unique qualifications. Web site should include a CV or link to a CV.

MIT Media Lab catches the reader’s attention in a few interesting ways. First, the title prompts prospective candidates to keep reading the post to figure out exactly what it’s about. Then, it immediately shifts the focus from the candidate’s qualifications to their passions and potential — noting that the position has no “specific degree requirement,” but it does demand someone with a “fearless personality, boundless optimism, and desire to change the world.”

Perhaps the biggest surprise is MIT Media Lab’s willingness to detail the type of candidates it isn’t looking for, pointing out that “if you fit into typical academia, this is probably not the job for you.”

Using an unexpected approach to amp up the uniqueness of a role is a surefire way to stop a candidate in their tracks. This kind of post won’t appeal to everyone — but as the disclaimer makes clear, it isn’t supposed to.

8. Vimeo never forgets to mention free snacks

Not every attention-grabbing tactic has to be particularly sophisticated or ground-breaking. Video hosting platform Vimeo once made snacks a prominent part of its appeal on its jobs landing page.

Screenshot from Vimeo’s career page:  Headline: We do it for love. And for the incredible array of amazing snacks.  Vimeo is looking for extraordinary people to join our team. We spend our days building a product we love for a growing community of millions. And eating lots of free snacks.

“We spend our days building a product we love for a growing community of millions. And eating lots of free snacks,” Vimeo wrote.

The company has since updated its careers page, adding details about other perks and benefits that candidates really care about, such as parental leave and tuition reimbursement. But snacks still get a tantalizing mention.

Screenshot from Vimeo’s career page:  Compliments of the house. We’re all about providing the perks and benefits to make work cozier, life easier, and both of them a lot more balanced. Here’s a snapshot:  - unlimited time off - company matched 401k - medical and dental - daily breakfast, plus snacks and drinks aplenty - company outings and events - tuition reimbursement - company equity - company-matched charitable donations - parental leave and adoption assistance

Candidates eat up these kinds of details (pardon the pun). So, if food is in any way a part of your benefits package, definitely let that be known, but don’t neglect to highlight the other benefits that candidates need to know about.

Final thoughts: Be different, but be meaningful 

The most creative job posts aren’t just successful because they’re different. They’re also effective multitaskers, juggling the responsibility of announcing an opportunity with that of sharing the company’s culture in a fun, compelling fashion.

So don’t just be weird for the sake of being weird. Use your creative job post as the hook to draw candidates in — then give them a reason to hit “apply.”

Read the original article on LinkedIn Copyright 2019.

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