July 27, 2007

How to Write the Right Job Ad

Writing a good classified ad is often more difficult than you think. What you need to remember is that you're not trying to win a literary prize. You're trying to attract job candidates -and the right candidates at that.
Keep in mind the following two quick considerations in writing a job ad:
The goal of a classified job ad is not only to generate responses from qualified applicants, but also to screen out candidates who are clearly unqualified. You're better off getting only five responses, each from a person who clearly deserves an interview, than getting 100 responses from people you'd never dream of hiring.
Think "sell." You're advertising a product -your company. Every aspect of your ad must seek to foster a favorable impression of the organization

As for the ad itself, the following list describes the elements you need to think about as you compose the ad:
Headline. The headline almost always is the job title.
Job information. You want a line or two about the general duties and responsibilities of the job.
Company information. Always include a few words on what your company does.
Qualifications and hiring criteria. Specify the level of education and experience required to do the job.
How to respond. Let applicants know the best way to get in touch with you: phone, fax, e-mail, and so on.

Finding the “right” Recruiter
Check them out personally, however busy you may be, make visiting any recruiter who may be representing your company part of your business. Make sure that you feel comfortable about the way the recruiter runs and maintains its office. (A good question to ask yourself as you visit a recruiter: Would I, as a job candidate, like to work with this recruiter?) Don't hesitate, either, in asking for references.
Be explicit about your needs The cardinal rule in dealing with recruiters is to be as candid and as specific as possible about your needs. Make sure that the firm understands your business, your company culture, and what, exactly, you're looking for in a candidate. Extra bonus: A savvy recruiter can often tell you, simply by looking at the job description, how likely you are to find someone to fill the position.

Clarify fee arrangements.
Make sure that you have a clear understanding -before you enter into a business agreement -of how your recruiter charges, and make sure that any arrangement you make is in writing. If you don't understand something, ask for clarification -a reputable firm is always happy to explain its fee structure. (No professional wants a hassle with a client over money.)
ask about replacement/ guarantees most of the leading recruitment firms today offer a replacement guarantee if a new employee doesn't work out after a reasonable period of time. Just make sure that you understand the conditions under which the guarantee applies.

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