While a job advertisement is predominantly based on the key competencies, expectations and responsibilities outlined in the position description, it should also ‘sell’ your business as a place to work; highlighting those aspects which would appeal to a potential employee.
Attracting the right person can be difficult as there are lots of competitors for the talent you are seeking, so you need to put your best foot forward.
A job advertisement should include:
- Company description – what you do and why you do it;
- From the position description:
- The role – briefly define the role and where it fits into your business;
- Role requirements – tasks assigned to the role (dot points work well here);
- Success factors – based on the criteria for the role – e.g., what competencies (qualifications, licences, skills, experience, knowledge and personal attributes) do candidates need to be successful in this role. It is these factors you use as the criteria to screen applications to see if they have what you need for the role.
- What does your business offer a potential employee – do you offer a great culture, dynamic working environment, family-based values, flexible working arrangements, lots of customer contact, inner city or suburban location, competitive salary, learning and development opportunities, etc. Ultimately, what makes your business attractive to a new employee.
- How to proceed – how do they apply for the position and what date do applications close.
Job advertisements should be shared across various communication channels e.g., job boards, the company’s website and social media pages, local newspapers, niche online groups and industry publications. Beyond job advertisement channels, businesses could also seek out qualified candidates via LinkedIn, social media and industry events.
It’s important to remember to advertise all job openings internally so current employees can apply. There are two advantages to this process. The first is internal hires tend to adapt to new roles faster and, secondly, advertising internally can help with overall employee retention.
As applications arrive, you should review the résumés/CVs and cover letters based on the criteria outlined in the ‘success factors’. Candidates who don’t meet the predetermined criteria will be withdrawn from the recruitment process at this stage.
While technology has drastically changed this step where an applicant tracking system is used, most small and medium enterprises will still screen each application manually.
Candidates who meet the criteria should be contacted to organise a telephone interview when, if successful at this stage, they will be informed of the next step which is usually a face-to-face interview.
Next week’s blog will look at the interview process and how to assess potential employees.
If you have any further questions on recruiting or need support with your people and culture, then get in contact with Akyra for an obligation free conversation.
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