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Job Ads that work
Here are some tips for employers on how
to best design and place job advertisements. This was lifted from
an article published in Jobs.net
Smart recruiters know that posting an
effective online job ad isn't just about making one that gets all
the attention. Sure, you've probably posted one that gets clicked
and applied to approximately every 22 minutes or so, but all that
leaves you is an ocean of resumes you probably won't have enough
time to even scan quickly before your hiring deadline.
Job ads that work are like good employees;
not only do they inform candidates of openings in your company (not
to mention look attractive) - they also do more than what they are
expected to do.
They don't just get you your candidates.
They get you the right ones.
Here are some tips to keep in mind when
making a job ad:
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Use the site as a candidate would.
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Before writing that job ad, take a short
tour of the jobsite you'd want to use. Whenever candidates log in
and browse for jobs, what's the first bunch of info they see about
each ad? What do the other job ads look like, particularly in the
same section yours should be? What do they write? How do candidates
get to apply in each company? Doing this lends insight into how
candidates are able to access your job ad, which in turn could give
you more tips on how to be easily searched by qualified pros. Plus,
you get to scope out the ad competition.
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Fill in as much info about your company
as possible.
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Good, qualified candidates aren't just
looking for a good job, they're looking for a good company to work
for. So when filling in information fields, be sure to present your
company well. Basic rule: You can't impress a good jobhunter with
empty fields in your jobsite Company Profile. Don't just rely on
the link to your company website; most candidates will NOT bother
to click it if you don't initially impress them.
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Fill in as much info about the job.
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If you've got a ready budget, type in
the salary range to be negotiated for. As is with the company profile,
do the same for the job ad. When writing the job duties, be specific
- especially if you're looking for IT people. Add on some value-adds
like "preferably with experience in Mainframe programming," as well
as a short overview of what they could expect, like "prepared to
multi-task" whenever applicable. Give readers a clear picture of
what they could expect in working for you. Don't be vague.
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Let your job ad do some screening
for you.
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Make sure your job ad doesn't attract
just ANYBODY to apply. When you put in info about the job ad, make
sure to indicate the different skills and requirements that are
ACCEPTABLE. If job requires details that would put off some applicants
- like travel, late hours etc.- point them out so you can weed out
those you KNOW are not going through once they find out. But whenever
you do this, be sure to add in as much info about compensation as
you can - that way, candidates are presented not just with a job
"and then some," but a compensation to match what is needed. This
is key in getting those people to work the way you want them to.
Lastly, add an "applicants who are / have (fill in the blanks) need
not apply" whenever important. It's a bit blunt, but it gets the
message to those unqualified in the first place.
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Be careful with the job titles.
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Some jobs have different titles, whereas
some job titles can entail more than one job. For instance, the
title "Account Manager" can mean either a Sales position or a client
representative stint; whenever this happens, try to be more specific.
This helps the weeding process by starting out at the job list page.
This is especially helpful in the IT field, where the terms "programmer",
"analyst" and the like can mean over a hundred different types of
people.
Click
here to see another article - "Your Road Map to a Candidate
Pool"
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