Guidelines: what ought to be in a job commercial?

When you have a clear idea of ​​what job to do and what type of person you want the job to be, it is time to apply for the position.

The main ways in which you can inform job hunters about the job being offered are:

  • Through direct advertising, online or in newspapers or magazines
  • Through recruitment agencies and consultants
  • Through friends, existing employees and business contacts
  • By recruiting directly from educational institutions

However, it is advisable to use more than one method to fill a job as it expands the field. Make sure that you advertise in places where your potential candidates are. For example, if you hire a digital job, candidates are less likely to see the ad in the newspaper.

What should I include in my job advertisement?

Here is a quick checklist of what to include in your job postings.

• Company Name: Enter the name and logo if you have one

• Job Title: Use a title or description that means something to a stranger

• Payment: Please indicate the salary that can be expected. Job seekers interpret expressions such as “negotiable salary” as a low salary

• Location: Enter where the job is located. If you don’t offer moving expenses, this is very important. In any case, people would like to know what the job environment is like

• The work: Describe the work to be done and indicate the authority of the job

• The company: indicate what your company does and how big it is. Avoid stereotypes about dynamism, rapid growth, and so on. All companies use them

• The person: State your requirements, e.g. B. Experience, qualifications, age and other personal characteristics

• How to Apply: Include the person you want to write to, not just the job title. Tell the job hunter how to provide details of experience and qualifications. For example, send a short résumé, request the application form, etc.

• Time of application: Enter an application deadline, if possible two to three weeks after the advertisement has appeared

• The Law: Verify that your ad does not violate any laws regarding discrimination based on gender, race, disability, religious belief, or sexual orientation. Make sure the information is correct as the ad may be part of the contract between you and your new employee.

What else do I need to know about hiring through job advertisements?

We met with Paul Farrer, Chairman of Hubbul, to learn more about creating and posting job advertisements.

What common mistakes employers make in job advertisements and how can they avoid them?

Some job advertisements don’t share enough about the role, others don’t keep it short and sweet. As a rule of thumb, aim for around 200-300 words to get straight to the point and keep it exciting at the same time.

Grammar and spelling are an absolute priority to get right. Employers simply cannot post a job posting without reviewing it three times. A misspelled job ad can give you a very clumsy reputation and put off some really great candidates who might otherwise have applied.

If you don’t see your job ad, you lose. You need to create a conversation or use marketing to aid in its results. Promote the job ad on company social media accounts, talk to people via email, mention the job in your monthly newsletter, etc., send candidates straight to the ad and how to apply if interested.

If you are concerned about diversity and inclusion, you also need to pay attention to the words you use to make sure they aren’t directed at or against a specific group of people.

Is it ever okay not to declare salary?

Some clients may suggest keeping the salary open so as not to restrict applicants who may need a salary outside of this range. However, we do not advise this. We encourage small businesses to always report salary as they play two important roles in displaying the ad.

The first concerns search engines and job boards. Regardless of whether the ad is listed on Google or LinkedIn, they all use salaries to filter jobs. Without this field, the ad may not be visible to the correct candidate. And so employers have actually limited who can see their ad.

The second reason is that a salary sets the expectation for the job. A junior salary versus a director salary is usually worlds apart. To reflect on a more impactful, more experienced role, show that it’s worth a lot more, too. Without a salary, people with different levels of experience can apply for the position, which makes it difficult for the tenant to sort irrelevant applications.

Which services are most attractive to potential employees?

Pre-COVID-19: The number of employee benefits has increased over the past decade to accommodate a candidate-centric market where there is a likelihood that jobs will be changed more frequently than ever before. In our 2019 Workplace Trends report, we surveyed Aspire employees to find out why they would leave their roles, to consider the benefits needed to encourage them to stay. The results are shown in the graphic below.

Source: We strive for it

The report highlights how employers can keep their employees by offering a good work-life balance, a recognition program, training and mentoring opportunities, collaborative work and social responsibility.

Among these, the most popular benefit was working from home. At this point, employers are likely to offer this, as 63 percent of the employers surveyed already had the option of working from home.

In a COVID-19 era, We Are Aspire analyzed how emotions had changed for work from home. In their post-COVID survey (June 2020), 96 percent worked from home, and yet two-thirds found it difficult. Other topics for employees were childcare obligations, IT and work area, lack of work or emotional / personal problems. This shows that a workforce needs different services after COVID-19.

Before COVID-19, candidates had the upper hand. Since then, the labor market has changed rapidly with fewer jobs available, thousands unemployed, and the working population overworked and constrained.

Based on how employees interact and to ensure they feel safe and happy at work, it is now suggested that employers provide:

  • Increased vacation or flexible working hours
  • Access to safe, functional work areas
  • Frequent recognition from employees
  • Initiatives for more emotional and physical well-being

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What’s the Right Way to Apply for Jobs for My Small Business?

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