Job ads the right candidates actually respond to.
The text a hiring manager sends over lists tasks and requirements, but gives nobody a reason to apply. This training teaches your recruiters to turn it into a job ad that wins over hard-to-find candidates, fits your employer brand — and gets found.
30 minutes, no strings attached · you talk directly to the trainer
Do you recognise this in your team?
Then this training pays off for your team straight away.
Recognise this, but not sure how big it is for you? The Development Scan shows where the biggest growth opportunity is, and what it delivers. Take the Development Scan →
- Recruiters post the hiring manager's text exactly as it comes in
- After two weeks online there are a handful of applicants, and none of them fit
- The ad offers a 'competitive salary' and a long list of requirements
- The hiring manager starts asking how the vacancy is going
What the Writing job ads training delivers for your team
Better quality of hire
The right people respond
A job ad that speaks to what candidates are looking for attracts the people the hiring manager wants. Even for scarce profiles, you get applicants you can actually use.
Shorter time to hire
Shorter time to hire
A strong ad doesn't sit online for weeks without results. And with a fixed approach, a text from the hiring manager is in shape in about half an hour.
Satisfied hiring managers
Recruitment as an adviser
A recruiter who advises the hiring manager on title, promise and target group, instead of posting their text as is, is seen as the expert. You notice it with the next vacancy.
Better candidate experience
Promises that hold up
Candidates read an honest, concrete picture of the job and the organisation. What they read in the ad is what they find afterwards.
Lower cost per hire
Less paid reach needed
A job ad that gets found on its own and wins over the right people needs fewer extra ads or reposts. That lowers the cost per hire.
Every vacancy filled faster and right first time saves money straight away: less lost productivity, less overtime in the team and less replacement hiring. About the investment →
The content, tailored to your vacancies
Your recruiters follow the theory online, at their own pace. Then we translate it to your own vacancies and hiring managers: in a workshop with the team, or in a personal coaching session.
01 Reviewing the existing textSee in two minutes what's wrong with a text you've been sent
What your recruiters learn
- Recognise why a hiring manager's text is written from the department's point of view, not the candidate's
- Check a text for five recurring flaws, from a long list of tasks to a job title nobody searches for
- Decide how much time a vacancy deserves: how scarce the profile is and how important the role is to the organisation
- Get any text in shape in about half an hour with six fixed steps
The result
No more texts going online unchecked, and time spent on the vacancies where it pays off.
02 Writing from the candidate's sideKnow what drives the target group, and promise that
What your recruiters learn
- Find out what a target group values in a job — for a service engineer something different than for a financial controller
- Draw on their own candidate conversations, the market, the hiring manager and colleagues in similar roles to do so
- Choose two or three strong reasons to choose your organisation, in line with the employer brand, and make them concrete
- Check with the hiring manager, for each promise, that it will be kept
The result
A job ad with promises that win candidates over and hold up — so the new employee is still there three months later.
03 Building the textFrom title to call to action, in a structure that works
What your recruiters learn
- Choose a job title based on what candidates actually search for, and advise the hiring manager on it
- Write an opening with the strongest reason to apply
- Turn tasks into what the person contributes, and describe the team, the organisation and the terms of employment — salary included
- Close with clear requirements and an inviting call to apply
- Create a complete first draft in one go with the help of AI, and set a fixed structure for the whole team
The result
Every recruiter delivers a complete, convincing job ad the same way — faster, and no longer dependent on who writes it.
04 Sharpening the textClear, in your own tone of voice and without discrimination
What your recruiters learn
- Write simply and actively, without clichés or errors
- Match tone and wording to the target group and to the organisation's tone of voice, and write for a diverse pool of candidates
- Spot discrimination in a job ad, including the less obvious kind, and remove it
- Understand why this weighs even more heavily for the organisation's employer brand
The result
Job ads that speak to the target group, are recognisably yours and that you can put your name to with confidence.
05 Getting foundAt the top of Google, and mentioned by AI assistants
What your recruiters learn
- Use the search terms candidates actually type: job title, location, salary, education and skills
- Make vacancies on the careers site visible in Google for Jobs
- Write concretely enough for AI assistants to mention the vacancy in their answers
- Know the pitfalls, such as duplicate texts, an internal job title nobody recognises and an empty salary field
The result
Job ads that are found by candidates searching for themselves — and a careers site that gets the most out of it.
With the whole team, or per recruiter
The whole team stronger, together
Intake, online learning and a tailor-made workshop with up to eight recruiters, at your office.
A good fit if
- Your team has four or more recruiters
- You want the whole team to work the same way
- Recruiters learn from each other's real vacancies and hiring managers
- Knowledge stays in the team, even when someone leaves
Help one recruiter move forward
Online learning at their own pace plus two hours of personal coaching on their own practice. Fully online.
A good fit if
- A new recruiter needs to become productive quickly
- One recruiter has a specific development need
- Recruiters in your team differ a lot in level
- 1
Intake
We look at your vacancies, your hiring managers and each recruiter's challenges.
- 2
Training
An online foundation, then a workshop using your own vacancies as practice material.
- 3
Embedding
Commitment cards per recruiter and a learning KPI, so the difference becomes visible.
Discuss in 30 minutes what this training can do for your team.
- The two or three places where your team leaves the most on the table
- What you can do about it tomorrow, even without training
- If it fits: what a programme would look like for your team
For corporate recruitment teams, discussed with the recruitment manager.
You talk directly to Sandor Snoeren, founder and lead trainer — not an account manager.
Prefer to call or message? 06 36 19 85 17 · WhatsApp
Pick a time yourself
A 30-minute online sparring session at a time that suits you.
Team Track: if the first training doesn't work for you, we stop and the rest is cancelled.
The calendar opens via Calendly, only when you click the button.
Prefer me to call you?
One of eight trainings
Together they cover the entire chain from vacancy to first working day. Take them individually, or as a complete programme.
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01
Job intake
Get the vacancy sharp with the hiring manager before you start
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02
Working with hiring managers
From order-taker to sparring partner for the hiring manager
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03
Candidate management
Guide candidates through the process without losing them
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04
Writing job ads
This training
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05
Sourcing
Actively find the right candidates yourself
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06
Job marketing
Get your vacancies seen by the right people
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07
Talent pooling
Keep candidates warm for the next vacancy
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08
Successful selection
Better assessment, better hires