The development of a job advertisement is a crucial part of the recruitment and selection process to enhance the employer’s capability to attract the right pool of applicants for their role.
This extends to where you advertise and under which category you post the advertisement. This article will step you through writing your advertisement and will provide you with some sample wording in key areas.
The first decision you need to make is where you advertise. Factors will include the:
- Seniority of the role
- Type of role – example IT role or HR role
- Location of the business
- Employment category – full time or part time (there are now web sites for part time jobs, job share).
- Advertising budget
- Time frame to fill the role
- Main components of the role – this will determine the category and sub categories.
Requirements of an effective advertisement:
The advertisement should:
- Attract attention from a sufficient number of potential candidates
- Provide an honest picture of your company
- Display the image of your company
- Create an impression of credibility
- Contain accurate information
- Provide information for follow up by the perspective candidates – example contact details, your web site.
- Closing date – this is a personal choice however I always prefer to have a closing date.
- Salary range – again this is a company decision. Some companies have a policy that they will not advertise the actual range. Others simply select the range in the tools for searches by candidates who can select jobs within their range.
Content and Layout of your advertisement:
Write your advertisement in the following flow of information:
Headings – job title and a few key bullet points to attract candidates’ attention; such as:
- Fabulous Leichhardt location, close to coffee shops, delis etc.
- Varied role managing a small team
- Flexible Work Arrangements possible
The Company – a brief description of your business
Limit to one paragraph, enough for the prospective applicant to know what your main purpose is.
The Job – describe what the job entails – this is critical. You do not want the whole job but avoid vague descriptions, be specific. Use wording such as:
- Manage a team of two – an accounts clerk and receptionist
- Process a weekly payroll of 20
Person Specification – What knowledge, experience, skills and personal attributes must candidates possess – be specific and avoid vague descriptions. Be careful not to stipulate criteria that you do not need for the role which may be a concern in discrimination issues.
Don’t use – Good computer skills (you wouldn’t want bad!)
Use phrases such as – Must be able to demonstrate advanced skills in Excel
Package information – insert information about package, benefits etc.
Closing information – closing date for your advertisement, contact details.
Equal Employment Opportunity:
Due care is required to avoid discrimination against potential candidates. For example avoid wording such as:
- 3 years experience – use “candidates must be able to demonstrate …” or “candidates must have a demonstrated track record in …”
- Office Junior – can become Office Assistant
- Foreman – can convert to Supervisor
For more information on equal employment opportunity in advertising or elaboration on any other aspect of this article please do not hesitate to contact Victoria Sciacca on 0408 602 240 or firstname.lastname@example.org or visit hrcsolutions.com.au