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Job Ads that workHere
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: | | |
Use the site as a candidate would.
| | 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. | | 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.
| | | Fill
in as much info about the job. | | 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.
| | | Let
your job ad do some screening for you. | | 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.
| | | Be
careful with the job titles. | | 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.
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Click here
to see another article - "Your Road Map to a Candidate Pool" |
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