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Filling that vacancy
Recruiters are often faced with an ever expanding vacancy list now that positions are increasingly difficult to fill and skills shortages are commonplace. What a top executive recruiting firm strives for is using the most cost effective ways to attract outstanding candidates.
It is of vital importance that you select an appropriate medium in order to find your target audience. Would it need to be a national or local paper? Or a trade, business or technical publication? Then the message must be decided upon and whether it will produce the quality response required. Every advertisement must be legal and honest, conforming to the Sex Discrimination and Equal Opportunities codes.
What to include in a good advertisement:
- job title and reporting lines
- brief job description
- location
- salary and package
- required skills and qualifications
- company background
- state if you are an Equal Opportunities employer
- state if you are a recognised Investor in people employer
- state if you have ISO9000 accreditation
- closing date for applications
- contract and addresses for application forms or CVs
- your company logo
What not to include in an advertisement:
- age preference
- sex preference (i.e. male or female)
- race preference
- any possibly sexist terminology (e.g. ‘attractive girl wanted’)
- too much text in too little space
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