Job advertisement for teenagers and publishing them on the internet are difficult. But there is nothing you cannot do. Teenagers don’t apply for jobs because they see job ads that are too complicated and full of commercial talk. And worse, they feel demoralized and do not reach their desired job position.
This effect of a job posting for teenagers is not only a bad candidate experience for the applicant but a real disservice to companies who may lose their best talent.
HR and recruitment teams should get help from their colleagues in marketing to produce and publish job advertisements for teenagers.
Introduction
Just as marketers seek to attract and retain customers in a competitive market, HR leaders must also seek to attract and retain the best. It is part of what we call grassroots marketing. You have to be smart to produce and publish job advertisements for teenagers.
HR leaders and people need to segment their audience into personas and decide who they want to target. And then communicate it in a way that they understand.
With that in mind, here are seven helpful tips for writing teen job descriptions and posting job postings for recruitment.
1. Talk to your audience in the job ad for teenagers
Job ads for teenagers – what jobs are you advertising for? About whom you would like to apply for the position. Think and communicate with them in a way that they understand.
If you are looking for a young person at an entry/junior level, consider that they may want to know more about the company and the position.
They may be interested in your social initiatives. They may even want to learn more about your culture and opportunities to participate in company initiatives. Therefore, you need to produce an attractive teen job ad.
Research shows that younger people have different expectations from their jobs than their older colleagues.
HR teams must properly describe the job type and branding when searching for candidates.
2. Do not use specialized business terms in job ads for teenagers
Many people claim to be completely familiar with business jargon, even when they have no clue what it means.
Terms that you may take for granted in your organization may not be understood by anyone outside of your business or industry. And certainly, a first-time job seeker can’t understand those terms. Therefore, do not use these words in job advertisements for teenagers.
3. Write and explain the acronyms
What is CMS? Don’t assume your applicant knows what these are. Clarify these words in the job advertisement for teenagers.
Understanding guild words show how intelligent and capable they are. And unless they have an informed parent, friend, or career counselor, they can’t know what these are.
So if you’re looking for someone to update your CMS / Content Management System, explain that you’re looking for someone who can enter data into a content management system used to manage website content, called a CMS.
Before posting a job ad for teens, ask yourself if the language and terminology used in the job description are relevant to the level of experience you seek.
4. Ask an expert to help you write a job description
Job advertisement for teenagers and their publication needs to go through their process. If you consider a job position for which you intend to hire someone and if someone in your company has taken the same job position and intends to leave the company, it is better to consult that person.
Ask questions of the person who is planning to leave the company. Ask what the person expected from the company, what projects he did in this work, or what tools he worked with.
They know their role best and can provide a good overview of the day-to-day duties and responsibilities involved.
5. Do not overcomplicate the job position in the job advertisement for teenagers
Job ads for teenagers should be simple. State the job title, responsibilities, day-to-day tasks, and required attributes straightforwardly.
Many job descriptions do not specify what level the position is. Because too many organizations talk about situations, they make them unnecessarily complicated and create unrealistic expectations that situations don’t match reality.
Be clear in the job description. How is success in that job position? What key metrics show how a person performs in a job situation?
6. Provide details of interest to the applicant
In addition to telling prospective candidates what you want, tell them what they’ll get.
A job advertisement for teenagers should mention everything about the person. Where is the workplace? How much do you pay? What are its benefits? Will they earn a degree as part of the job? Are there career advancement opportunities or work abroad?
Being as transparent as possible ensures that only the right candidates are interested in the job application. And those capable of this job enter the company very quickly.
Teenage job ads should be close to the person’s residence. People’s time is very important. You should tell the person where your workplace is so that the person can calculate the time distance between home and work and see if it is worth coming to work. If you want to inform the person at 90 minutes, the person may not want to take this task, and everyone’s time will be wasted.
7. Do not make the job description unnecessarily long
Do not use long, abstract sentences that are probably meaningless in job advertisements for teenagers.
Don’t have a bunch of copy-pasted text extolling the company’s values in the ad text.
Don’t over-explain responsibilities. Just a few paragraphs and a handful of points are enough.
Job ads for teenagers should be short. Unfortunately, this is often seen in Persian ads. Only one line is written about the job, and dozens of paragraphs are explained about the company. It is a mistake. You should be able to attract your audience in the shortest possible time.
Final word
Job ads for teenagers are for teenagers. Therefore, it should be arranged so teenagers can easily read and, more importantly, understand the content. Therefore, ask young people and teenagers at your company’s level to review the job advertisement for teenagers and see if the content is really suitable for teenagers or needs to be edited.
Be sure that by going through this process, you will be able to find the person you want in the shortest possible time.