Job ads the right candidates actually respond to.
The text a client 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 — 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 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 client'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 client starts calling to ask how the vacancy is going
What the Writing job ads training delivers for your agency
More placements
The right people respond
A job ad that speaks to what candidates are looking for attracts the people the client wants. Even for scarce profiles, you get applicants you can actually use.
Faster placements
Shorter time-to-fill
A strong ad doesn't sit online for weeks without results. And with a fixed approach, a client's text is in shape in about half an hour.
Higher margin
More value than passing it on
Your recruiters decide deliberately how much time a vacancy deserves, and spend it where it pays off. An agency that advises the client instead of reposting their text shows why it's worth its fee.
More client loyalty
Clients come back
Promises that hold up keep both the candidate and the client satisfied. You notice it with the next request.
One Team Track training pays for itself with a third of one permanent placement, less than one extra temp or a sixth of one secondment. See the calculation →
The content, tailored to your vacancies
Your recruiters follow the theory online, at their own pace. Then we translate it to your own assignments and clients: 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 client's text
What your recruiters learn
- Recognise why a client's text is written from the company'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, what the placement is worth and how important the client is
- 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 and the client to do so
- Choose two or three strong reasons to pick this particular employer, and make them concrete
- Check with the client, for each promise, that it will be kept
The result
A job ad with promises that win candidates over and hold up — so the placement still stands 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 client 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 the audience's language and free of discrimination
What your recruiters learn
- Write simply and actively, without clichés or errors
- Match tone and wording to the target group, 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 an agency
The result
Job ads that speak to the target group and that your agency can put its 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 visible in Google for Jobs
- Write concretely enough for AI assistants to mention the vacancy in their answers
- Know the pitfalls that hit agencies in particular, such as duplicate texts, anonymous vacancies and an empty salary field
The result
Job ads that are found by candidates searching for themselves — with the head start an agency website naturally has.
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 assignments and clients
- 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 clients and each recruiter's challenges.
- 2
Training
An online foundation, then a workshop using your own assignments as practice material.
- 3
Embedding
Commitment cards per recruiter and a learning KPI, so the difference becomes visible.
“TalentCraft's recruitment trainings make you take an honest look at your own approach. Confronting at times, but exactly what's needed. They brought us not only knowledge but also new energy: the team is motivated to approach recruitment smarter and differently, with more ownership and sharpness.”
Joris HuijerjansTeam lead recruitment · Projective Talent
Discuss in 30 minutes what this training can do for your team.
- The two or three places where your team leaves the most placements 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 staffing, secondment and recruitment agencies with five or more recruiters.
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
“TalentCraft's recruitment trainings make you take an honest look at your own approach. Confronting at times, but exactly what's needed. They brought us not only knowledge but also new energy: the team is motivated to approach recruitment smarter and differently, with more ownership and sharpness.”
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 assignment to placement. Take them individually, or as a complete programme.
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01
Job intake
Get the assignment sharp before you start
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02
Client management
From a one-off assignment to a lasting client relationship
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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
Find the right candidates, effectively
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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 long term
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08
Successful selection
Better assessment, better matches