job advertisement assignment

How to Make a Job Ad That Attracts Candidates (+ Examples)

If you’re finding it difficult to attract top talent, the issue might be that you don’t know how to write an attractive job advertisement . Maybe all the elements are there — a good salary, great benefits, and unique growth opportunities. However, you might not be ‘selling’ it in a way that encourages applications.

It might also just be that the  talent pool  seems to be getting shallower by the day, and the best people are already working for someone else. So, where do you start?

Consider taking a closer look at your first point of contact with the applicants — your job ad ! Use these tips to learn how to write a job posting that will attract quality candidates .

TL;DR — Key Takeaways

• Learning how to make a job post more appealing brings in better applicants, lowers turnover and attrition, helps you hire more quickly, and leads to a lower cost per hire.
• The purpose of an attractive job advertisement is to sell the job by drawing quality candidates in to explore and apply. Well-crafted job descriptions are the first pre-screening step , ensuring job seekers understand key job requirements and can self-qualify.
• Some of the best ideas on how to make a job posting more appealing include disclosing the salary, keeping your requirements list short and to the point, paying attention to formatting and design as well, and sticking to a recognizable job title (but we’ve got more tips below!).
• One simple way to jazz up your job postings to attract quality talent is to gamify your application process . With recruiting soft w are like Toggl Hire, you can use a quiz-like skill test instead of a CV and a cover letter to entice talented (yet passive) candidates to look at your ad and apply. It works like a charm!

What is a job ad?

A job ad is typically how a company announces they’re looking for someone to fill a new vacancy. Good job postings are clear on the role and responsibilities and also show candidates why they should want to work at the company.

Here’s a great example to help you understand the importance of a good job advertisement: A concert poster generates excitement about an upcoming show, making fans flock to buy tickets. A well-written job advertisement achieves a similar result — grabs candidates’ attention and entices them to apply.

If drawing those candidates in is the first challenge, though, then encouraging the right type of candidates to apply is the second, which brings us to the next question…

Why is it important to have compelling job ads?

Think of it this way: You want people to apply.

However, getting too many unqualified applicants puts you at risk of wasting precious hours of your hiring team sifting through an endless pile of irrelevant CVs. Too few, and you may struggle to find the right candidate and have to settle for the second (or third) best.

That, and a multitude of other reasons why you need a high-quality, attractive job ad, include:

• Better quality (and quantity) of applicants
• Shorter time to fill and time to hire
• Lower attrition
• Improved candidate experience
• Lower cost per hire
• Better offer acceptance rate
• And many more!

A strong job ad won’t fix a broken hiring process, but it can certainly help to create demand among the best kind of interested candidates. Still, you’ll need to ensure the rest of your recruitment process is efficient and engaging for candidates, too. Reducing the time to hire and improving the candidate experience should be core goals across the entire process.

Why isn’t your job ad attracting strong candidates?

We’re sorry to have to break it to you…but it’s probably not them; it’s you. The good news is that it’s likely due to something easily fixable. Let’s take a look at some of the main reasons why your existing job posts might not be working to attract your ideal candidates.

“Post and pray”

Uploading your job posts on various general job boards and praying that people see them is a common mistake. Instead, you need to think beyond job boards and advertise the open role in the places where your ideal candidates are likely to be, like niche industry groups, Slack channels, newsletters, and social media.

You’re only attracting the unemployed…

…which is only a fraction of potential hires. While there’s nothing wrong with being unemployed and actively looking for a job, by not targeting passive candidates, you’re missing out on other talent. In fact, some of the best talents in the market are passive candidates , so you’ll need to create a strategy to get their attention, too.

It’s poorly structured or written

If your job ad reads like a hastily scribbled note on a napkin, don’t be surprised if top talent ‘swipes left.’ A mess of unclear tasks, pie-in-the-sky requirements, and typos screams “We don’t have our act together!” Remember, you’re not just listing a job; you’re selling a position that someone will spend 40 hours of their week doing. Make it snappy, make it clear, and for goodness’ sake, spell-check!

Job ad vs. job description: What’s the difference?

Although sometimes used interchangeably, a job ad or job posting (advertising a new role) isn’t to be confused with a job description (the job details) of that role. They are two separate things, but they need to work together to attract the right candidates.

A great way to distinguish between the two is to think of the purpose of each: write a job ad to sell the job and a job description to explain the job.

6 common mistakes to avoid in job postings

There are some obvious mistakes you can avoid in your job postings to significantly increase your hiring metrics. Here are six of the most common blunders candidates consider as ‘ red flags ‘ today.

1. Not disclosing the salary

This is a hot topic…but, generally, having a salary range in your job postings will make your job ad stand out on job boards and get more relevant candidates. Plus, it ensures that those who do apply understand the salary and are aligned with what you’re offering.

2. Having a long list of required qualifications

Think of the core competencies a candidate needs for the job and list everything else as optional and nice-to-have to avoid solid candidates from self-selecting themselves.

📚 Not sure how to nail the job requirements for a new vacancy? Read this guide!

3. Too many clichés and fluff

Candidates actively looking for a job read multiple job ads per day (or hour!). You can stand out by using clear and simple language while avoiding clichés — and definitely stay clear of anything involving rockstars, ninjas, and gurus.

Some other examples of job ad red flags include phrases such as:

• We’re a family – translates as ‘office politics and no boundaries’
• You will wear many hats – translates as ‘you’ll do many different jobs, get paid for one’
• Fast-paced, competitive work culture or Work hard, play hard – translates as ‘toxic work environment’
• Competitive salary – translates as ‘your salary will compete with your bills’

To write a punchy job posting, stay away from clichés and fluff as people now read between the lines!

4. No mention of paid time off and sick leave

Make sure to cover both in your job posting, as these benefits are just as important as the salary. If you don’t offer these, first consider why . If you’re not in a position to offer such perks, highlight other benefits your top candidates might expect and enjoy.

5. No explanation of the hiring process

Great job postings walk candidates through the stages of the hiring process so they know what to expect before even applying. Hint: lengthy processes with many stages will put candidates off!

6. Asking candidates to “occasionally” work after hours or during weekends

If you’re advertising for a full-time salaried position of 40 hours, do not set an expectation for candidates to work overtime right from the job postings. If you mention this in the job advertisement, rethink your employment conditions and pay to compensate for those extra hours.

How to improve your job ad?

All of these problems can be solved at the beginning of the hiring process by making attention-grabbing job postings. Here’s how to do it.

1. Write your job description carefully

Top talent can only be attracted to a top job ad. If your ad looks and reads like everything else out there, don’t be surprised if the candidates you attract are average as well.

Being a writer, grammar and syntax are the first things I notice in a job ad. If you’re fishing for top-tier employees, spend a few extra minutes running your job posting and your description through a spell checker.

Additionally, ensure the ad doesn’t look like a huge wall of text . It’s good to be elaborate, but short bullet points are better at grabbing attention.

Short bullet points are better at grabbing attention.

How you speak to people reading your job ad is just as important as your message. Take a look at the Pinterest job ad above. The sentence  “You’re a passionate graphic designer …”  sounds a lot more personal than  “The candidate is a passionate graphic designer.

Always speak to your applicants directly so they can envision themselves doing the job they’re applying for.

Remember, this is a job ad, and you’re trying to  sell  yourself to the applicant. Show them why working with you is great and that your company will give them immense job satisfaction.

While it’s necessary to list a general job description, the majority of your ad should speak about your company’s core values, mission, the benefits and perks of working with you, and why it’s such a cool place to be.

This sounds like common sense, but it’s also backed by evidence.  In a study  from the University of Vermont, researchers looked at 56 job ads where 991 respondents applied for work.

The ads were split into two groups:

1) focused on what the employer wants from the candidate

2) focused on what the employer offers relevant candidates (career advancement, work autonomy, etc.).

Companies with ads focusing on the applicant were 3x more likely to get higher-quality applicants. What’s more, those that did apply were a better match .

2. Ensure your job ads use inclusive language

The language in your job ad could reveal a lot about the person you intend to hire. You can attract ( or discourage ) certain demographics to apply for your various job opportunities by using a specific tone of voice or expressions.

There’s a really neat tool called  Textio  which was made to help out with job postings copy. It goes through your text and, based on its archive, makes recommendations on how to improve the language to make it less biased .

2. Mind the design

It might seem simple, but visual is one of the most important elements of your job ad. In interesting  research done by Software Advice , 51% of respondents claim they would find an ad with images more appealing than one without them.

Okay, but what kind of image do you put in your ad?

For 30% of respondents, they would be most attracted to the company’s products or services . If you’re in IT and you don’t think screenshots and lines of code would be that impressive — think again!

For 22% of applicants, seeing your employees in the image would make a job ad more appealing.

We recently saw a great example of a job ad from Canva . Since they’re a design tool, the job ad was visually stunning (nothing surprising there).

Why did the job ad work well? Here are the key takeaways:

• Great readability, lots of white space
• Forces you to scroll down and finish reading the page
• Plenty of images
• A clear call to action to apply for the job that is sticky on the page
• A separate block to check out the rest of the engineering team
• An entire block to explore the New Zealand office

Of course, not everyone has a team of designers at hand ready to create a beautiful job ad page. However, with services such as  Fiverr or  Dribbble , there’s no excuse for not having a great job ad design!

3. Be careful about the job title

If you’ve been on LinkedIn for a bit, you probably noticed a trend. There’s an increasing number of  quirky job titles , such as  ninja, guru, rockstar,  and similar.

On the one hand, this has unique value — titles such as  growth ninja  or  HR guru  are sure to attract a number of candidates that will click purely out of interest. On the other hand, you’re likely doing yourself a disservice with a creative job title such as this one.

The vast majority of candidates look for jobs through search engines , either on Google, job boards, or free job posting sites like Linkedin and Indeed. So, as boring as it sounds, ‘HR manager’ is a much better solution than ‘HR guru,’ simply because candidates can find it more easily when searching online.

As  Paul Petrone of LinkedIn says, your goal should be clarity . If you’re really big on unusual job titles, feel free to use them — after you’ve found your ideal candidate .

Arise App recently advertised for a role titled ‘Mobile App Head of Growth & Monetization (Remote – M/F/D).’ That’s a great example of a job title that is crystal clear. Takeaways:

• Specialization in terms of seniority (head)
• A specific portion of the product (mobile app)
• Clear duties (growth and monetization)
• Clear location (remote)
• Clear applicant gender (M/F/D)

In short, if you’re a candidate intending to apply, this title has everything you need to determine whether this job is a good fit for you.

4. Required vs. good-to-have skills

Obviously, you’re looking for someone who has all the skills to absolutely nail your open position. But when you’re putting together a list of these skills,  make sure that you are reasonable.

Many candidates will be put off if the list of required skills is too comprehensive. They’ll be discouraged from applying if they don’t feel like they have everything on your list.

This is why it’s beneficial to separate skills into two groups: required and desirable/good to have , where the essential job skills will be in the first group.

Many candidates won’t apply if the list of required skills in your job ad is too comprehensive.

From the position of a job seeker, this is a good place to find out about the employer’s expectations. For example, if you have an opening for a  social media manager  and you require active knowledge of CSS and JavaScript, it’s a red flag for the applicant that you don’t really understand what the position entails.

As the creator of the performance-based job description  Lou Adler  says, the ad should focus on what a candidate can do with what they have , instead of just their skills and experience .  Hire the person who can deliver results, not the person with the best skills on paper .

5. Mention the salary

Everyone has bills to pay. Even if your company is a superb place to work with a great culture and a ton of perks, salary matters .

It does not have the same priority for everyone, but the salary is one of the focal points of a good job ad.

The number one reason for listing a salary (or at least a range) is to attract more people. Job ads with a listed salary impact 91% of candidates when deciding whether or not to apply.

What’s more, those who apply know exactly what to hope for. This way, you eliminate anyone who’s too expensive for your budget right off the bat.

91% of job candidates want to see a salary range in the job ad. LinkedIn

One of the tricks HR managers tend to use in their job postings is listing the salary as ‘depending on experience.’ While it’s a neat way of getting around precise figures, it’s hardly something that will tempt candidates. If you list a range depending on experience, candidates know what to expect, depending on what they bring to the table. 

👎 On the other hand, if you don’t list a salary at all, candidates will think you are trying to get an amazing person and pay them very little,  according to HR expert Liz Ryan .

Finally, the biggest reason to list the salary in your job ad is to motivate those looking to change jobs .

For over  63% of people who quit jobs , salary is their primary reason for a change in the workplace. If they know that you are offering more, they will be much more likely to envision you as their next employer.

Key takeaways to remember when talking about salary/compensation packages:

• Clearly defined salary range (albeit a wide one)
• A healthy list of benefits, including but not limited to PTO
• A list of all additional benefits
• An offer for a stock purchase plan

In short, you should include everything a candidate needs to determine if a job makes sense financially or not.

6. Offer something for free

This might be considered sneaky, but all is fair if you want to hire your  purple squirrel . In fact, this is exactly the trick we’ve used in our quest to hire an SEO manager for Toggl Hire (which was once called Hundred5). 

We created a job simulation test using a pre-built SEO assessment template  and advertised it on LinkedIn, Twitter, and Facebook. In the ad, we offered a free T-shirt to applicants, but only to those who scored high on the test.

Why did this work so well?

• It’s quirky and innovative, which is likely to attract people who match that line of thinking
• The application barrier is low (it’s just a quiz), and a freebie is an extra incentive to get them interested
• They don’t get the freebie just for participating — they have to complete the test and do it well, so it is a reward rather than a gift

Overall, this tactic helped us get the attention of the  passive candidates  who would otherwise never check our job opening ads while also boosting our employer brand and showcasing company culture. Win-win! 

7. Turn your job ads into skill-screening quizzes

Everything that we’ve mentioned so far should lead to massive numbers of applicants from your job postings. And while this is a great problem to have, it’s still a problem.

Especially if you have remote job openings, you’re guaranteed to attract thousands of applicants per job post. Most of them will likely be a poor fit, so you need to disqualify them early on and move on to the candidates who will be a great addition to your team.

That’s exactly what Toggl Hire helps you do.

Combining powerful applicant tracking system capabilities with plug-and-play skills assessments , our recruitment platform helps companies quickly narrow down their application pool to the most qualified people worth interviewing — all while maintaining an excellent candidate experience!

At Toggl, we use Toggl Hire recruitment app to find talented people around the world (yes, including developers!) In fact, all of the openings we have right now are tests on the Toggl Hire platform. Feel free to check them out!

So, what’s so cool about using a skills test in job ads?

• First and foremost, you hire candidates based on performance and not their resumes. You get to see how they would function in a particular role with a short series of job-specific tasks . 
• You also get to hire without bias . You only see the name and results of an applicant. 
• Additionally, candidates get their results almost instantly . As soon as they’re done, candidates get an email telling them how well they performed and whether they can expect to go further in the hiring process.
• Finally, and perhaps most importantly,  Toggl Hire helps you hire efficiently  — the time and money spent on hiring a candidate are cut down significantly compared to the traditional hiring process.

Quick job ad checklist

By now, you’re probably feeling ready to go to a job board or a free job posting site and create an amazing job ad. Before we send you off into the wild alone, here’s a checklist of what to include:

• An accurate job title
• A creative job description
• A transparent salary range and benefits
• A reasonable list of requirements and qualifications
• A step-by-step explanation of the hiring process
• A snapshot of who you are as a company, your values and culture

Do these things right, and every time you post jobs, you can expect a flood of great candidates.

Ready to get started?

Hiring the highest  quality candidates starts by making your job ad really stand out from the crowd. However, once they click ‘apply,’ you’ll need to ensure you’re offering a great candidate experience and engaging interview process.

Skills testing and video interviews are a great way to do just that. To continue offering a great candidate experience after the initial job advertisement phase of the recruitment process, take Toggl Hire for a test drive. Create your free account now!

More questions about how to make job ads more effective

What is an advertisement for a job.

An advertisement for a job is a formal type of announcement where a company informs potential job seekers that they have an opening. The aim of a job ad is to get as many potential candidates to apply.

How do I make a catchy job ad?

The best way to make a job ad that stands out is to talk to the job seekers from their point of view. Think of what would make them apply rather than highlighting your successes as a company. Talk about their duties, the projects they will work on, the company culture, the benefits, and more — rather than focusing on a lengthy list of requirements.

How do you announce a job posting?

There are plenty of free and paid ways to announce and promote your job postings. You should start with the careers page on your website. Then move on to paid and free job posting sites such as LinkedIn, Monster, Remote.co, WeWorkRemotely, ZipRecruiter, and others.

What should a good job ad include?

A good job ad should include a job description that “hooks” the candidate to apply immediately. This means focusing on how they fit into the company from the very start and showing what’s in it for the candidate. It should also include a list of required and “nice-to-have” qualifications so the right candidates don’t get put off and avoid applying.

What are the 5 components of a job description?

The five basic components of every job description are the job title, job description, duties and responsibilities, necessary qualifications, and working conditions.

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Module 6: Recruitment and Selection

Writing a job advertisement, learning outcomes.

• Create a compelling job advertisement

Creating a compelling job advertisement is similar to writing a compelling marketing pitch. The first step in the process is attraction, defined as “a quality or feature of something or someone that evokes interest, liking, or desire.” Additionally, it’s key that you effectively understand and describe the advertised job.

Job Analysis

In order to advertise a job, you first have to understand what that job entails (at least to best current knowledge, as jobs are often shifting in their scope). Job analysis is often done with the help of Industrial and Organizational (I-O) psychologists. There are two related but different approaches to job analysis—you may be familiar with the results of each as they often appear on the same job advertisement. The first approach is task-oriented and lists in detail the tasks that will be performed for the job. Each task is typically rated on scales for how frequently it is performed, how difficult it is, and how important it is to the job. The second approach is worker-oriented. This approach describes the characteristics required of the worker to successfully perform the job. This second approach has been called job specification (Dierdorff & Wilson, 2003). For job specification, the knowledge, skills, and abilities (KSAs) that the job requires are identified.

Observation, surveys, and interviews are used to obtain the information required for both types of job analysis. It is possible to observe someone who is proficient in a position and analyze what skills are apparent. Another approach used is to interview people presently holding that position, their peers, and their supervisors to get a consensus of what they believe are the requirements of the job.

How accurate and reliable is a job analysis? Research suggests that it can depend on the nature of the descriptions and the source for the job analysis. For example, Dierdorff & Wilson (2003) found that job analyses developed from descriptions provided by people holding the job themselves were the least reliable; however, they did not study or speculate why this was the case.

The United States Department of Labor maintains a database of previously compiled job analyses for different jobs and occupations. This allows the I-O psychologist to access previous analyses for nearly any type of occupation. This system is called  O*Net  (accessible at www.online.onetcenter.org). The site is open and you can see the KSAs that are listed for your own position or one you might be curious about. Each occupation lists the tasks, knowledge, skills, abilities, work context, work activities, education requirements, interests, personality requirements, and work styles that are deemed necessary for success in that position. You can also see data on average earnings and projected job growth in that industry.

The O*Net database describes the skills, knowledge, and education required for occupations, as well as what personality types and work styles are best suited to the role. See what it has to say about being a  food server in a restaurant  or an  elementary school teacher  or an  industrial-organizational psychologist .

Employer Branding in Job Advertisements

As we previously discussed, employer branding is a key element in the recruitment process. In order to attract the best candidates, hiring managers need to clearly define their employment brand. Here are a few specific recommendations to help you do so:

• Clarify your corporate culture
• Understand your market position
• Set performance expectations
• Help candidates determine whether they would be a good fit before they even apply

PERSPECTIVE POINT

A clear and compelling employer value proposition not only tells candidates why they want to work for you, but it also reminds current employees why they’re there.

Selling the Job

With the employer brand clarified and the job defined, we can move on to selling the job. What differentiates a compelling ad from one that isn’t noticed, or worse, rejected, is emotion. That is, in order to make a job advertisement compelling, you must make an emotional connection. Brand and Marketing Strategist Alex Honeysett’s recommendations for writing a compelling blog post also apply to writing a compelling job ad: “Now more than ever, people want to connect with brands in a human way.” [1]  And candidates are seeking that same humanity in potential employers. Her two key recommendations: share a story and write with a specific person in mind. The rationale for the latter point: “By writing with one person in mind, your tone, story, and message will be much more focused and detailed than if you’re writing to a nameless, faceless group of people. And your readers will connect to that focus and detail.” [2]

The following nine-step job ad development process is a combination of Honeysett’s recommendations and Betterteam’s job posting template: [3]

• Write a compelling headline
• Craft a compelling hook
• Write with a specific person in mind
• Pitch the position with emotion as well as the key facts
• Tell the company’s story—and invite the candidate to be part of it
• Sell the area
• Summarize, selling the package
• Close with a call to action
• Have a member of the target audience read and comment

Practice Question

Contribute.

Improve this page Learn More

• Honeysett, Alex. " The #1 Tip for Writing a Compelling, Makes-People-Want-to-Share-it Blog Post ." TheMuse. Accessed October 28, 2019. ↵
• Ibid. ↵
• " Job Posting Template ." Betterteam. October 4, 2019. Accessed October 28, 2019. ↵
• Writing a Job Advertisement. Authored by : Nina Burokas. Provided by : Lumen Learning. Located at : https://courses.lumenlearning.com/wmopen-businesscommunicationmgrs/chapter/finding-qualified-job-applicants/ . License : CC BY: Attribution
• Job Analysis. Provided by : OpenStax CNX. Located at : http://cnx.org/contents/[email protected]:1AvH1oKc@5/Industrial-Psychology-Selectin . License : CC0: No Rights Reserved . License Terms : Download for free at http://cnx.org/content/col11629/latest/
• Recruiting and Selecting Qualified Job Applicant. Authored by : Lisa Jo Rudy. Provided by : Lumen Learning. Located at : https://courses.lumenlearning.com/wm-principlesofmanagement/chapter/recruiting-and-selecting-qualified-job-applicants/ . License : CC BY: Attribution

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How to Write a Job Ad That Actually Works

When you’re deliberating over how to write a job ad that will appeal to your target candidate persona , take some time to consider what potential applicants actually want to see.

Most companies forget that when a candidate looks at a job ad, it’s often the first time that they’ve interacted with your company. It’s perfectly possible that they’ve never even heard of you before.

Data from the Candidate Experience Awards shows that 48% of all applicants have no prior relationship with the company that they’re applying to — they’re coming in cold.

That’s a lot of people who will be hearing about your company for the first time through your job ad, and you better make a good first impression!

What do candidates want to see in a job ad?

Your job ad needs to be very clear. Do not assume that the applicant knows:

• Anything at all about your company
• Anything at all about your product
• What makes you different (or your EVP )
• Why others work with or for you (i.e. employee motivation)

You have to weave this information throughout your job advertisement to really capture the applicant’s interest.

When applicants were asked “What is the most valuable job-related content to you?” the top answers they gave were:

1. Job description

Since this is often the introduction that a candidate has to your company,it’s hugely valuable to job seekers, so make sure you think carefully about how you word it.

2. Salary range

With compensation being a key part of any candidate’s decision making process, it’s surprising that only 12% of employers share salary information in their job descriptions. It’s something that candidates really care about, so it could be worth including at least a salary range (if you’re not already).

3. Benefits

Job seekers want to know the kinds of benefits a potential employer offers. This could be anything from dental care, paid parental leave, to access to your company table tennis table!

4. Examples of success

Many job seekers want you to describe what a great employee would look like. Only 33% of employers talk about what their ideal employee looks like , so this is another way you can make your job ad more effective.

5. Clarity on career path

Accepting a job offer is a huge milestone in people’s lives. Applicants are looking for an understanding of the different career paths that are available if they accept the role.

The job must be presented as a stepping stone in their career, with the potential for them to move on to other things. Very few employers do this! Map out the potential career paths that an applicant could pursue from this role and people are more likely to show interest.

When you tie all of this together, you have the recipe for a great job ad that will provide the applicant with all of the information that’s most important to job seekers.

Let’s take a closer look at building the perfect job ad, now that we know the key components.

Job Specifications ≠ Job Advertisements

A job specification is for internal company use only. This is created for legal reasons and is not the best way to attract your ideal applicant. A job ad has one objective — to encourage people to apply.

Here are three job ad tips that could be useful:

1. Use images

Using real images of your office and current team gives your job ad a more human element, and it’s more authentic. If you can include a video, that’s also a great way to showcase your company to potential applicants.

2. Structure your ad with headings

These provide structure to your job ad. Even simple techniques like bolding keywords help job seekers focus on the most important content. Remember that most people skim hundreds of job ads when they're searching for a new role, so give your company the best chance to make an impression.

3. Try not to include bullet points (they don’t work)

Instead of using bullet points, try creating a job ad that includes detailed paragraphs to share all of the relevant information that candidates want to know.

So what does the perfect job ad actually look like?

The road to a great job ad lies in following the “SUCCESs” mnemonic — a tried and tested guide to creating clear, compelling copy that delights candidates.

The secret to a great job ad:

U nexpected

s o, the word is spelled properly...

A great job ad features every single one of these qualities. Use this as a checklist when you create your next ad. Let’s dig into the anatomy of a top job ad. You’ll see that we’ve highlighted instances where the “SUCCESs” framework plays a role.

1. Summary of Why and Who

Why are you hiring for this position? How will this position help your company hit its goals? Share this information with candidates to increase engagement with the ad.

2. Describe the employer

Assume they know nothing about your company or client. Describe the company mission, and explain why it’s a great place to work.

3. About the job

Share information about the role. Try to use words like “you”, “your” and “yours” to engage readers.

4. About the ideal candidate

Research suggests a candidate-centric description will engage higher quality talent. Make sure you share information on what the “ideal” candidate looks like, together with the opportunities that the role has in terms of career progression.

5. Requirements

Define what is absolutely required for your role, in simple language, so there’s no confusion from prospective candidates. Then you can add in the things that aren’t necessarily required, but might be beneficial to have.

6. Salary range & benefits

If possible, touch on the salary range and benefits. Not all companies will allow you to do this. If you’re restricted from sharing this information, you could add something along the lines of, “Contact me to discuss!” You’d be surprised how many people will actually take the time to reach out if they’re seriously interested in the role.

7. Application process

Define the application process. Candidates want to know what happens once they apply. Set expectations of when they should expect to hear from you. Giving people an idea of what the process is, reduces their risk and fear, and will increase the likelihood of top talent applying to your role.

8. Call to Action

Close with a great call to action. Remember, not all candidates will have an up-to-date resumé ready to send to you immediately.

Consider passive candidates who may not be actively searching for a new job, as well as active candidates. Provide a way for passives to leave their contact information or sign up to be notified about future opportunities.

If you enjoyed this article, download The Talent Trap . Hear from some of the world’s most innovative companies on how they’re escaping the most common talent traps, and redefining the future of work.

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Design a Successful Advertisement Assignment: A Step-by-Step Guide

Define your advertisement objectives, identify your target audience, establish advertising goals, determine your unique selling proposition, create your advertisement concept, brainstorm ideas, choose the right ad format, develop visuals and copy, design your advertisement layout, apply layout principles, select a color scheme, choose typography, create your own advertisement assignment, utilize ad creation tools, test different ad versions, gather feedback, measure your advertisement success, identify key performance indicators, analyze results, optimize your ad campaign.

Designing a successful advertisement assignment doesn't have to be an intimidating task. In this step-by-step guide, we will walk you through the entire process to create your own advertisement assignment that will effectively reach your target audience and achieve your advertising goals. Let's dive in!

Before you start designing your ad, it's important to have a clear understanding of what you want to achieve with your advertisement assignment. This involves identifying your target audience, establishing advertising goals, and determining your unique selling proposition.

Knowing who you want to reach with your ad is essential for creating a successful campaign. Consider the following factors when identifying your target audience:

• Demographics: age, gender, location, income, etc.
• Interests: hobbies, preferences, needs, etc.
• Behavior: online habits, purchasing patterns, etc.

Having a clear idea of who your target audience is will help you tailor your ad to resonate with them and increase its effectiveness.

Setting goals for your advertisement assignment will help you measure its success and guide your design choices. Common advertising goals include:

• Increasing brand awareness
• Driving website traffic
• Generating leads or sales
• Encouraging customer engagement

Choose the goals that align with your overall marketing strategy and ensure they are specific, measurable, achievable, relevant, and time-bound (SMART).

Your unique selling proposition (USP) is what sets your product or service apart from your competitors. It's the reason why customers should choose you over other options. To determine your USP, consider:

• What makes your product or service unique
• The benefits your customers will receive
• How your product or service solves a problem or fulfills a need

Once you've identified your USP, make sure to emphasize it in your advertisement assignment to effectively communicate your value proposition to your target audience.

Now that you've defined your objectives, it's time to get creative! In this section, we'll explore how to brainstorm ideas, choose the right ad format, and develop engaging visuals and copy to create an advertisement concept that captures your target audience's attention and achieves your goals.

Before diving into ad design, take some time to brainstorm ideas for your advertisement assignment. Here are some tips to help you get started:

• Think about your target audience's interests and preferences. What type of content would they find appealing?
• Consider your unique selling proposition (USP) and how it can be incorporated into the ad concept.
• Try using mind mapping or free-writing techniques to generate a list of ideas.
• Take inspiration from successful ads in your industry, but remember to put your own spin on it and stay true to your brand.

Don't be afraid to think outside the box—sometimes, the most memorable ads are the ones that break the mold!

There are various ad formats available, each with its own strengths and limitations. When choosing the right format for your advertisement assignment, consider the following:

• Print ads: These include newspapers, magazines, and billboards. They're ideal for reaching a local audience or targeting a specific demographic.
• Online ads: From display banners to social media ads, online advertising offers a wide range of options to reach your target audience on various platforms.
• Video ads: With the rise of platforms like YouTube, video ads are an engaging way to tell your story and showcase your product or service.
• Audio ads: Whether it's a traditional radio spot or a podcast ad, audio ads are a great way to reach people who are on the go or multitasking.

Consider the preferences of your target audience and the nature of your product or service when selecting the most suitable ad format for your campaign.

Once you've settled on an ad format, it's time to bring your advertisement concept to life with compelling visuals and copy. Here's what you need to keep in mind:

• Visuals: Choose images or graphics that are eye-catching and relevant to your product or service. Ensure they align with your brand identity and resonate with your target audience. Don't forget to consider the principles of design, such as contrast, balance, and hierarchy, to create a visually appealing ad.
• Copy: Write clear and concise copy that communicates your unique selling proposition and encourages your target audience to take action. Use persuasive language, but avoid over-hyping your product or service. Remember to include a strong call-to-action (CTA) that tells your audience what you want them to do next.

By combining well-designed visuals and engaging copy, you're well on your way to create your own advertisement assignment that stands out and achieves your advertising goals.

With your advertisement concept in place, it's time to focus on designing an attention-grabbing layout that will showcase your visuals and copy effectively. In this section, we'll discuss how to apply layout principles, select a color scheme, and choose typography to create your own advertisement assignment that stands out and engages your target audience.

To create a visually appealing and functional ad layout, you'll need to consider several design principles. These principles will help guide your design choices and ensure your ad effectively communicates your message:

• Balance: Distribute visual elements evenly across your ad to create a sense of harmony and stability. This can be achieved through symmetrical or asymmetrical layouts.
• Contrast: Use contrasting colors, shapes, and sizes to differentiate between elements and draw attention to key sections of your ad.
• Hierarchy: Organize your ad's elements in a way that guides the viewer's eye through the most important information first. This can be done by varying the size, color, or position of elements.
• Whitespace: Don't be afraid to leave some empty space in your layout. Whitespace can help your ad feel less cluttered and make it easier for the viewer to focus on your message.

By applying these layout principles, you'll be able to create a well-organized and visually striking advertisement that effectively communicates your message to your target audience.

Color plays a significant role in creating an eye-catching and memorable advertisement. When selecting a color scheme for your ad, consider the following:

• Brand consistency: Use colors that align with your brand identity to create a cohesive look and establish brand recognition.
• Emotional impact: Different colors can evoke different emotions in viewers. Choose colors that elicit the desired emotional response from your target audience.
• Contrast: As mentioned earlier, contrast is essential for drawing attention to specific elements in your ad. Make sure your color choices provide enough contrast to make your text and visuals stand out.

By carefully selecting a color scheme, you'll be able to create an advertisement assignment that not only looks visually appealing but also resonates with your audience on an emotional level.

Typography is another crucial aspect of your ad's overall design. The right font choices can greatly impact your ad's readability and aesthetic appeal. When selecting typography for your advertisement assignment, keep these tips in mind:

• Legibility: Choose fonts that are easy to read, especially for the most important information in your ad.
• Font pairing: Use a combination of complementary fonts to create a visually interesting and balanced design. Typically, this involves using one font for headlines and another for body copy.
• Consistency with your brand: Select fonts that are consistent with your brand's identity and messaging to maintain a cohesive look across all your marketing materials.

With the right typography choices, your ad will not only look visually appealing but also ensure that your message is easily understood by your audience.

Moving through these steps, you're well on your way to create your own advertisement assignment that stands out and communicates your message effectively. Remember, a well-designed ad is a powerful tool to engage your target audience and achieve your advertising goals.

Now that you've designed your advertisement layout, it's time to bring your concept to life and create your own advertisement assignment. In this section, we'll cover how to utilize ad creation tools, test different ad versions, and gather feedback to ensure that your advertisement is as effective as it can be. Let's dive in!

Creating your advertisement doesn't have to be a daunting task. Many tools are available that can help you bring your design to life, even if you're not a professional designer. Some popular options include:

• Canva: A user-friendly online design platform where you can create eye-catching ads using customizable templates, graphics, and fonts.
• Adobe Spark: Another online design tool that offers a variety of templates and design elements to help you create professional-looking ads.
• Google Web Designer: A free tool from Google that allows you to create HTML5 ads with animations and interactive elements.

By leveraging these tools, you'll be able to create your own advertisement assignment without having to worry about mastering advanced design skills.

Once you have your ad design, it's important to test different versions of your ad to determine which one performs best. This process, known as A/B testing, involves creating two or more variations of your ad and measuring their performance based on key metrics. To conduct an effective A/B test, consider the following tips:

• Test one element at a time, such as headlines, images, or calls to action, to identify which specific changes lead to better results.
• Run your tests for a sufficient amount of time and ensure that you have enough data to make informed decisions.
• Analyze your test results and implement changes based on your findings. Remember, the goal is to continuously improve your ad's performance.

This process of testing different ad versions will help you optimize your advertisement assignment and maximize its effectiveness.

Finally, don't forget to gather feedback from your target audience. It's essential to understand how your ad is being received and if it's resonating with your audience. Here are some ways to gather valuable feedback:

• Focus groups: Organize a group of people from your target audience and show them your ad. Encourage them to share their thoughts and opinions on its effectiveness, design, and messaging.
• Surveys: Distribute surveys to your target audience asking for their opinions on your ad. This can provide you with quantitative data and specific insights to help you make improvements.
• Social media: Share your ad on social media platforms and monitor comments and reactions. This can give you a real-time understanding of how your audience is responding to your ad.

By gathering feedback from your audience, you'll have a better understanding of what works and what doesn't, allowing you to refine your advertisement assignment and make it even more effective.

With these steps, you're well-equipped to create your own advertisement assignment that stands out and captivates your target audience. Remember, the key to a successful ad is continuous improvement, so don't be afraid to test, gather feedback, and make adjustments as needed. Good luck on your advertising journey!

After creating your own advertisement assignment, the next step is to measure its success. Analyzing your ad's performance will help you understand what's working, what's not, and how you can improve your advertising strategy. In this section, we'll discuss how to identify key performance indicators (KPIs), analyze results, and optimize your ad campaign. So, let's get started!

Key performance indicators (KPIs) are measurable values that help you determine whether your advertisement is on track to achieve its goals. To effectively measure your ad's success, you'll need to identify the most relevant KPIs for your advertising objectives. Some common KPIs include:

• Click-through rate (CTR): The percentage of people who click on your ad after seeing it. A higher CTR indicates that your ad is resonating with your audience and driving them to take action.
• Conversion rate: The percentage of users who complete a desired action after clicking on your ad, such as making a purchase or signing up for a newsletter. This metric helps you understand how effective your ad is at encouraging users to take action.
• Return on ad spend (ROAS): The revenue generated from your ad campaign divided by the amount you've spent on it. This KPI helps you determine whether your advertising investment is paying off.

By focusing on the right KPIs, you'll be able to accurately measure the success of your advertisement assignment and make data-driven decisions to improve its performance.

Once you've identified your KPIs, it's time to analyze the results of your ad campaign. Regularly monitoring your ad's performance will help you spot trends, identify areas for improvement, and make informed decisions about your advertising strategy. Here are a few tips for effective analysis:

• Track your KPIs: Use advertising platforms like Google Ads or Facebook Ads Manager to monitor your KPIs and gather data about your ad's performance.
• Compare results: Look at how your ad is performing compared to previous campaigns or industry benchmarks. This will help you understand whether your ad is meeting or exceeding expectations.
• Identify patterns: Look for trends in your data, such as certain days of the week or times of day when your ad performs better. This information can help you optimize your ad schedule for maximum impact.

By analyzing your ad's results, you'll gain valuable insights into its performance and be better equipped to create your own advertisement assignment that drives success.

Now that you've analyzed the results of your ad campaign, it's time to optimize it for even better performance. Optimization involves making adjustments to your ad based on your findings to improve its effectiveness. Here are some ways to optimize your ad campaign:

• Refine your targeting: If your ad isn't resonating with your target audience, consider adjusting your audience targeting to better reach potential customers who are more likely to be interested in your product or service.
• Test different ad elements: As discussed earlier, A/B testing different versions of your ad can help you identify what works best and improve your ad's performance. Keep testing and iterating to find the most effective combination of visuals, copy, and calls to action.
• Adjust your ad budget: If you find that your ad is performing well, consider increasing your budget to reach more potential customers. Conversely, if your ad is underperforming, you may need to reevaluate your budget and allocate resources more effectively.

Optimizing your ad campaign is an ongoing process that requires regular analysis and adjustments. By doing so, you'll continue to improve your ad's performance and make your advertisement assignment even more successful.

In conclusion, measuring your advertisement's success is a crucial part of the advertising process. By identifying the right KPIs, analyzing your results, and optimizing your ad campaign, you'll be well on your way to creating your own advertisement assignment that achieves your desired goals. Remember, advertising is an iterative process, so keep learning, experimenting, and improving to ensure your ads reach their full potential. Happy advertising!

If you're looking to further enhance your advertising skills after reading our step-by-step guide, don't miss the workshop ' What Makes a Memorable Advertisement? ' by Jessy Moussallem. This workshop will provide you with valuable insights on creating impactful and unforgettable advertisements that will resonate with your target audience.

Live classes every day

Learn from industry-leading creators

Get useful feedback from experts and peers

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* billed annually after the trial ends.

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Want to create or adapt books like this? Learn more about how Pressbooks supports open publishing practices.

8 Creating a Job Advertisement

Introduction

Job advertisement refers to ads or posters or anything related that gives detailed information on the number of vacancies or positions available in any organization. These advertisements attract potential candidates who are searching for jobs, this also shows the benefits and qualifications required to apply for the job, as this will make the job easier for both the candidate and the organization. (twinkl.ca 2020)

Importance of Job Advertisement

Job advertisements help the company or organization to enhance their brand value and develop in a few numbers ways which are as follows: (Barretto, 2020)

• Let’s the word out : The organization can search for more qualified candidates only if they put out the words in more public places like the job board, this will be reviewed by all and those who are already employed can recommend more whom they know. This will pool more candidates, as those open positions will fill faster.
• Accessible to all people across the globe : The company should always keep an eye and update 24/7 on various social platforms as these job boards can be viewed by various candidates across the world, this form of advertisement will help those who want to work remotely and find a job sitting at home rather than dropping resumes in all the companies.
• Let you be known : the job advertisement not just advertise the jobs available but also it gives a larger promotion for the organization as a whole, this will also showcase the organization culture and the candidates will at least take effort to know more about the organization.
• Helps to filter the right candidates : The job advertisement on social media will helps to filter out junk resumes and make the job recruitment process way more easier and efficient as some companies also add questions in their ads in order to find the right candidate at the initial stage.
• Give access to a larger talented pool : the database will help to sort out the talented and qualified candidates, this will also find the profile which best fits the company positions rather than just calling in everyone who has dropped their resumes. This will also encourage passive engagement with the candidates.
• Makes the application process smoother : Rather than just applying and waiting for the response, the organizations can also add their steps and procedures to be followed further by just providing links. Here the candidates can fill in their details which makes it a no-sweat solution for the candidates.
• It’s free : In this era, most of the software is free and helps to save time, similarly, there are few advertisements where the organization needs to select the template that best fits their job advertisement and make few alterations to what is required. these types of job boards are affordable than physical recruiting.

The effectiveness of advertisements: –

In the early stages of the recruitment process, companies use a variety of recruitment activities that are printed recruitment adverts and recruitment websites to attract applicants (Kabst, 2014). Printed recruitment advertisements are still significant and widely utilised recruitment methods despite their declining use, although the value of recruitment websites is growing (Kabst, 2014). In terms of marketing, recruiting websites are considered high – information recruitment practises, whilst printed recruitment advertisements are considered low – information recruitment methods (Kabst, 2014). Understanding the effectiveness of more detailed job advertisements is important as the cost of advertising space is typically based on the number of words and the general size of the advertisement, especially for traditional recruitment information sources, such as newspapers, which are widely used for recruitment in the retail industry (Liu, 2020).

Interactive effects of print and website (Hybrid approach)

According to various studies, combining several recruitment tactics boosts employer, familiarity, employer reputation, and job knowledge. The information about a firm, brand, or position can be processed more readily by potential applicants by integrating communication measures (Kabst, 2014). Each activity that allows customers or applicants to interact with the brand has the capacity to increase brand awareness (Kabst, 2014).

Type of information in job advertisements

A successful job advertisement can not only improve an organization’s perceived desirability, but it can also prevent job candidates from actively seeking further job openings or company – related information from unreliable sources like previous employees and social media (Liu, 2020). Jobseekers are more likely to be exposed to negative and unofficial information if they check these informal sources, which may prevent them from applying for a position in the company (Liu, 2020).

One of the most effective design strategies recommended by researchers is to improve the productivity of job advertisement by presenting more precise job qualities, which should meet more jobseekers’ information needs, highlight the benefits of the vacant position, and increase the appeal of the firm (Liu, 2020). Numerous examinations support that more detailed work advertisements have positive outcomes. For both maximisers and satisfiers, publishing a more complete job posting will meet the information wants of more job applicants and enhance the company’s OA (Liu, 2020).

Things to be included in job advertisement:

• Job evaluation

The overall description gives a good idea of what the job involves. Since information is presented in greater detail in a later section of the ad, the general description does not go into great detail about what the role accomplishes (How to post a great job listing, n.d.).

• Responsibilities

The responsibilities and tasks of a particular position are called as duties and they differ from one job position and one organisation to another. For higher – level jobs, clear responsibilities are highlighted, whereas for lower – level jobs the tasks are mentioned clearly (How to post a great job listing, n.d.).

• Captivity and qualification

An individual should fulfill all educational requirements and skills in order to be successful. Here, knowledge is the body of fundamental information that the new hire must be familiar with. Skills are the physical tasks and abilities are the skills needed to perform the job. (How to post a great job listing, n.d.)

• Work experience requirements

The kind of work experience that is required by the candidate to fulfil the job position is mentioned in the job description and also the type of education that is demanded by the organization (How to post a great job listing, n.d.)

• Starting salary range

An organization must let their applicants know about the salary range they are offering to them. This must include the perks, benefits and incentives of their position (How to post a great job listing, n.d.).

• Applying procedure

In the job posting, the applying procedure should also be mentioned, so that it is easier for the applicants to apply for the post. Proper directions are mention in the description for the applicants so that they apply in the right way (How to post a great job listing, n.d.).

The creation of job advertisement part helps us to know about the importance of job ads and how they pave a way to develop the organization as a whole as they advertise not just the positions but also showcase the company and thereby attracts more candidates and clients from different parts of the world as most of the advertisement are done with the help of social media so that the advertisement will reach to the right person. Just like any other advertisement or letter job advertisement can be created by following a structured way. The types and effectiveness shares some easier ways to create the advertisement as there are different forms of advertisement style like for instance when advertising and RJ for radio station and hiring an HR requires different styles to be followed, this will also increase the standard of the organization. Therefore, this topic shows that technology has also made work easier and made the recruitment process less time-consuming.

Reference :

How to post a great job listing . (n.d.). Retrieved from The balance career: https://www.thebalancecareers.com/what-information-is-included-on-a-job-posting-1669554

Kabst, R. (2014, April 24). The Effectiveness of Recruitment Advertisements and Recruitment Websites: Indirect and Interactive Effects on Applicant Attraction . Retrieved from Wiley online library: https://onlinelibrary-wiley-com.ezproxy.kpu.ca:2443/doi/10.1002/hrm.21571

Liu, Y.-L. (2020, January 25). Providing more or less detailed information in job advertisements—Does it matter? Retrieved from wiley online library: https://onlinelibrary-wiley-com.ezproxy.kpu.ca:2443/doi/full/10.1111/ijsa.12281

twinkl.ca. (2020, May 10).

https://www.twinkl.ca/teaching-wiki/job-advertisement

Barretto, W. (2020, November 9). What is the Importance of Job Advertising in Recruitment? Jobsoid.

What is the Importance of Job Advertising in Recruitment?

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5.2.10: Assignment- Finding a Job

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For this assignment, you are going to find a job advertisement online that you would potentially want to apply for someday. You’ll then create a custom résumé and cover letter for this specific job, and then fill out the Interview Research Worksheet for your chosen job.

• Click here to download a PDF of the Interview Research Worksheet.
• Click here to download a .docx file of the Interview Research Worksheet.

You will submit a link to the job advertisement, your custom résumé, your cover letter, and your completed Interview Research Worksheet to your instructor.

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• Assignment: Finding a Job. Provided by : Lumen Learning. License : CC BY: Attribution

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Project Officer (Re-advertisement - for Sri Lankan National Only)

Advertised on behalf of.

Colombo, SRI LANKA

Type of Contract :

Service Contract

Starting Date :

01-Jun-2024

Application Deadline :

23-Apr-24 (Midnight New York, USA)

Post Level :

Duration of initial contract :, time left :.

12d 21h 17m

Languages Required :

English  

Expected Duration of Assignment :

1 year extendable based on performance and budget availability

UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence. UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

** This is re-advertisement. The candidates who applied in the earlier round do not need to re-apply.

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.

Globally, UN Women focuses on six priority areas. These include increasing women’s leadership and participation in political spaces, ending violence against women, enhancing women’s economic empowerment, supporting women's participation in achieving and sustaining peace, making gender equality central to national planning and budgeting and advancing gender in intergovernmental processes.

To ensure that women lead, participate in and benefit equally from governance systems, UN Women’s programmes on leadership and participation are designed to train women leaders to help build their capacities and promote women's leadership at all levels of decision-making. It advocates for legislative, policy, budgetary, and constitutional reforms to end discriminatory laws that prevent women from meaningfully participating in all spheres of life. To ensure that women have income security, decent work and economic autonomy, UN Women promotes women’s ability to secure decent jobs, accumulate assets, and influence institutions and public policies determining growth and development. To ensure that women and girls live a life free from all forms of violence, UN Women focuses on women's economic empowerment, early education, respectful relationships, and working with men and boys, recognizing that prevention is still the most cost-effective, long-term way to stop violence.

Presently, Sri Lanka is facing its largest economic crisis in history, triggering political instability and bringing the country to the brink of a humanitarian emergency. The economic downturn brought on by the COVID-19 pandemic has worsened existing precarious economic conditions and pre-existing inequalities, and has led to a reduction in incomes across the country. Recent analysis indicates that 73% of households had seen their incomes decline amidst rising prices and inflation. Rising cost of living, including fuel and food prices, have coincided with massive food and supply shortages, pushing communities into extreme poverty and malnutrition. As the Gender Alert: Sri Lanka Crisis (GiHA, August 2022) reveals, the current socio-economic and political crisis generates significant risks to the safety and wellbeing of women and girls in Sri Lanka.

The crisis requires innovation and new approaches to advance the protection, participation, and empowerment of women in Sri Lanka to achieve sustainable peace, address the impact of the crisis on women, and promote inclusive development. Despite the challenges posed by the crisis, the effective implementation of the National Action Plan on Women, Peace and Security (NAP WPS) becomes even more crucial as it addresses the specific needs and vulnerabilities of women in post-conflict and crisis situations – which is where Sri Lankan women find themselves.

UN Women will support the Government with the coordination of implementation, resourcing and monitoring of the NAP WPS between various stakeholder groups such as women’s organizations and CSOs, and support the direct implementation of NAP WPS activities tied to UN Women’s expertise – particularly in relation to women’s economic empowerment and women’s engagement in peacebuilding.

Reporting to the Head of Office, the Project Officer contributes to the effective management of UN Women project(s) by providing substantive inputs to programme design, formulation, implementation and evaluation. He/she will be responsible for coordinating and monitoring the implementation of the project led by UN Women.

Duties and Responsibilities

Competencies, required skills and experience.

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29 people were also taken to police stations. Among the arrested were citizens of Kyrgyzstan.

A mass brawl involving over 100 employees and security personnel broke out at the Wildberries warehouse in Elektrostal on Dec. 8.

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Russia Maps Show 25% of Moscow Without Power Amid Winter Freeze 'Emergency'

R ussian President Vladimir Putin has ordered the nationalization of an ammunition plant in Moscow after a mechanical failure caused tens of thousands of Muscovites to lose heat and water amid freezing temperatures beginning last week.

On January 4, a heating main burst at the Klimovsk Specialized Ammunition Plant in the town of Podolsk, which is around 30 miles south of central Moscow. Since then, tens of thousands of Russians are reported to have no heating in their homes in the Moscow region amid subzero temperatures.

Affected areas include the cities of Khimki, Balashikha, Lobnya, Lyubertsy, Podolsk, Chekhov, Naro-Fominsk, and Podolsk, a map published by a Russian Telegram channel and shared on other social media sites shows.

Other Russian media outlets reported that in Moscow, residents of Balashikha, Elektrostal, Solnechnogorsk, Dmitrov, Domodedovo, Troitsk, Taldom, Orekhovo-Zuyevo, Krasnogorsk, Pushkino, Ramenskoye, Voskresensk, Losino-Petrovsky, and Selyatino are also without power.

That means that in total, more than a quarter of Moscow's cities have been hit with power outages and a lack of heating.

Newsweek has contacted Russia's Foreign Ministry for comment via email.

Many residents have taken to publishing video appeals on social media to complain about their freezing conditions. In one clip, people living in Moscow say that they are left with no choice but to warm their homes with gas stoves, heaters, and "whatever else we can find." Others said they are lighting fires in the streets to keep warm.

Andrei Vorobyov, governor of the Moscow region, announced on Tuesday that Putin ordered the ammunition plant to be nationalized because two of its owners have been "located abroad." He didn't name the individuals.

"We received the right to take control of this boiler house within the framework of an emergency," Vorobiev said, adding that the plant's boiler room was managed "very poorly" and there was "virtually no qualified competent personnel."

Russia's Investigative Committee has opened a criminal case over Klimovsk Specialized Ammunition Plant not meeting safety requirements.

On Tuesday, the committee said that because of the incident, the deputy head of Podolsk's administration, the head of the plant's boiler house, and the general director of the ammunition plant had been detained.

Residents of Selyatino have described the situation as "some kind of struggle for survival," Russian Telegram channel ASTRA reported.

Power outages have also struck St. Petersburg, Rostov, Volgograd, Voronezh, Primorsky Territory, and Yekaterinburg.

Do you have a tip on a world news story that Newsweek should be covering? Do you have a question about the Russia-Ukraine war? Let us know via [email protected].

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