Marcelo Calbucci has a great post about offensive job ads.
And, he's right. The majority of job ads are lame. What's a hiring manager to do?
- Write up all the things you want the ideal candidate to accomplish in their first year. This will form the basis of your ad. (And, the objectives you'll later give your newly hired team-member when they start on their first day.)
- Define the background elements/skills you want this person to own.
- Write 3 sentences that describe your company/team.
- Add the title.
- Salary & comp.
- At the bottom, the legal mumbo-jumbo: Work environment requirements, EOE, Visa, etc. This is fairly important, and make sure you review it w/your HR Generalist or Recruiter to affirm that you got it right.
What should you avoid?
- Do not use N years of experience doing X. If you can't describe what background you want in a candidate, are you really sure you know what you want? You wouldn't start coding a new project without a spec would you?
- Rock Star Coder, Tester, VP - So overused, so ill-defined.
- DOE for comp. To a candidate, this means that you're planning on intentionally paying under market. GREAT candidates will probably skip over this opportunity.
- Vague descriptions that could be (and are) inserted into any other ad at any other company you're competing with for talent.
- Missspellings. Unless you're trying to make a point.
There are certainly many more fun things you can do to make your ad really stand out, but if you just did the above, you'd be far ahead of your competition.