Is your job ad getting lost in the sea of advertisements? Not sure where to post, much less how to write an enticing job ad?
It can be unsettling when you suddenly need to hire and feel like you have no time to do so. Conjuring up a snazzy job advertising then select where to post, organizing the resumes, making phone calls to candidates and ultimately, hopefully interviewing. It’s a huge process.
Just like gaining clients for your business, gaining candidates takes some enticing.
So what can you do to make your job stand out? Take a note from the country’s top recruitment job ad’s. Most follow a simple formula that look like this;
- Who is hiring
This is you, feel free to indulge as much as humanly possible on why your company is simply awesome, what you do and where you are headed. - Why are you hiring.
When you answer this it showcases a lot about your company. Are you growing? Changing? Developing new products? Going in a new direction? What every the reason, it is key. - What is the job?
This one seems simple, just list the job duties. Sure. But often those are not the whole picture. Who do they work with? What time would you like them there? Are there any extras you hope they can perform? Do they have a break schedule? This sets the tone of structure to the job role so make sure to mention the details as much as possible in your ad! - Where is the job located?
Make references to parks/schools/access to major hwy or public transportation. The more your candidate is aware of your location and how that fits into their lives, the better chances for a targeted candidate that is seeking you out!!! - How to apply.
Give them your website, an email address, a phone number, a fax machine, a cell phone number even your instagram handle! If you make yourself more widely available to their mode of communication you’re likely to hear from a more diverse candidate pool. - What the application process is.
Oh man, this one is so important. I’m going to put myself out there and state this may be the single most important aspect of your job ad. Do this first, actually.
Will they receive an email notification advising their resume has been received and reviewed? Will you send out rejection notices? When do you plan on conducting interviews? Are you going to be available outside of regular business hours to accommodate those with current jobs? You need to control this and many more aspects of your hiring process before you begin it. That way you do not get yourself into the never ending interviewing cycle. (More on that later.)
The more prepared you are in HOW you are going to hire the better the whole process will be.
I hope this post assists you in your next hire! Please let me know in the comments below if there is anything to add or how these steps helped you form your recruitment plan!
Talk Soon,
Clover Raftis