The role is all about making something beautiful and atmospheric, but you wouldn’t know it from the dry opening lines, which include phrases like “technological limitations” and “production deadlines.”
Take the example below, which is a real job ad the company created for a lighting artist, the person responsible for creating things like rays of sunlight in video games. She built on the comms teams’ work to make Ubisoft’s job ads more intriguing, as the company’s early ads weren’t always particularly memorable. Members of Ubisoft Montréal’s internal communications team were the first to start the work of improving the company’s job ads, but in order to really raise the bar, Matthew decided to bring someone on full-time. In her first year, she wrote ads for over 60 positions and she’s identified what works and what doesn’t.Īt Talent Connect 2019, Angelica and Matthew shared some of their tips for writing engaging hooks that entice candidates to read through, revisit, and apply - and a before-and-after example of this in practice. She focused particularly on the “hooks” - those critical opening lines that influence whether a candidate will continue reading. She immediately got to work overhauling the studio’s job ads (the company classifies “job ads” as external-facing postings, while “job descriptions” are internal). That’s why Ubisoft Montréal hired Angelica Novielli, a talent acquisition content specialist.
“We really need to make sure that we’re giving them something to think about when we’re writing our job ads.”
“They go home and they think about it,” says Matthew Wiazowski, director of talent acquisition and internal mobility at Ubisoft Montréal. That means there’s usually a gap between when candidates view a job and when they apply for it, so the company has to hold their attention or risk losing them. The studio realized that while 40% of its inbound candidates view job posts on mobile, 85% ultimately apply on a desktop. This realization first dawned on video game developer Ubisoft Montréal, a studio of Ubisoft, when it was revamping its employer brand in 2014. That means the first few sentences of your posts are critical - because if they’re not compelling, candidates may not bother scrolling down to read the rest. You may be familiar with the statistic that candidates spend an average of 14 seconds looking at a job description before deciding whether to apply.
0 kommentar(er)
