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  • Writer's pictureJames Johnson

Unconventional Job Ad Postings: How to Stand Out From the Crowd

Unconventional Job Ad Postings: How to Stand Out From the Crowd

The traditional job ad is a thing of the past. In today's competitive job market, you need to do something different to stand out from the crowd. One way to do this is to create unconventional job ad postings.

Unconventional job ad postings are those that break the mold and do something unexpected. They can be funny, creative, or even downright weird. But they all have one thing in common: they get attention.

Here are a few tips for creating unconventional job ad postings:

  • Be creative. Don't be afraid to think outside the box. The more creative your job ad is, the more likely it is to stand out.

  • Be funny. A little humor can go a long way in a job ad. If you can make people laugh, they're more likely to remember your ad and your company.

  • Be personal. Talk to your audience directly. Use language that they'll understand and relate to.

  • Be specific. Don't just list a bunch of job requirements. Tell people what it's like to work at your company and why they should want to work there.

  • Be clear about your expectations. Let people know what you're looking for in a candidate. This will help you attract the right people and avoid wasting time with unqualified candidates.

Here are some examples of unconventional job ad postings:

  • Twitter's "Tweeter in Chief" job posting. This job posting was for a social media manager who would be responsible for running Twitter's official account. The posting was full of humor and personality, and it quickly went viral.

  • Bud Light's "Chief Meme Officer" job posting. This job posting was for someone who would be responsible for creating and managing Bud Light's social media memes. The posting was full of creativity and humor, and it generated a lot of buzz online.

  • Mailchimp's "Napoleon Dynamite" job posting. This job posting was for a customer support representative who would be responsible for helping Mailchimp's customers. The posting was inspired by the movie "Napoleon Dynamite," and it was full of humor and personality.

Unconventional job ad postings are creative and innovative approaches used by employers to attract attention and stand out from the competition. They often involve thinking outside the box and using unique methods to communicate the job opportunity to potential candidates.

Here are a few additional ideas that have been used in the past:

  1. Video job ads: Instead of the traditional text-based job ad, some companies create short videos to showcase the work environment, company culture, and job requirements. These videos can be shared on social media platforms or posted on video-sharing websites.

  2. Gamified job ads: Companies have started using gamification techniques to make their job ads more interactive and engaging. This involves creating puzzles, quizzes, or challenges related to the job, allowing candidates to showcase their skills while also learning about the company.

  3. Creative visuals and infographics: Using visually appealing graphics, illustrations, and infographics can help make a job ad more eye-catching. This approach allows employers to present information in a more visually appealing and digestible format.

  4. Social media campaigns: Leveraging social media platforms to promote job openings can be an effective way to reach a wider audience. Companies can use hashtags, share employee stories, or even run contests to generate interest and attract potential candidates.

  5. Guerilla marketing tactics: Employers can use unconventional marketing tactics to grab attention and create buzz around a job opening. This could involve placing job ads in unexpected places, organizing flash mobs, or creating unique promotional materials related to the job.

These are just a few examples of unconventional job ad postings. If you're looking for a way to stand out from the crowd, consider creating an unconventional job ad. It could be just the thing to attract the right candidates for your company.

Check out this article with creative examples:

I hope this helps!

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