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1. Understand the targeted job applicant and means to approach them

2. Identify the necessary steps to write an efficient job advertisement

3. Analyse and compare the difference between a good and bad job advertisement

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Identify Job and the amount of positions needed to be filled (forecasting)

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Job Description (list of job details of what job holder does, how they do it, and under what conditions)

Important to be realistic so candidates know what to expect and whats expected of them

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Job Specifications (what kind of people to hire with KSA’s, fitting with company culture).

With changing roles it has become common to list skills for multiple jobs in a contingency model and base job description on that.

Detailed and realistic so candidates can gauge commitment and “fitness” with organisation. Include this job description in advertisement.

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Example of Job Specification- Ikea Culture Fit

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Example of Job Specification- Ikea Culture Fit

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Different from traditional internet recruiting (forms)

Creative and efficient

Attract candidates 's attention

If applicant suits Ikea's job specifications, they are able to apply for the job

If not, recruiters time is decreased and simplified as unqualified applicants are redirected

Avoids applicants overstating certain keywords in their resume in order to be picked by the applicant system

Personal quiz yields honest responses to gauge company "fitness"

Creative:

colorful

different answer brings different color

answer the quiz to finish building the Ikea room

http://www.ikea.com/ms/en_US/rooms_ideas/fitquiz09/

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Determine means for recruitment

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Do you need experience and loyalty? = Internal Recruitment Platforms

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Do you need experience and loyalty? = Internal Recruitment Platforms

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Job posting - on company bulletin board and personnel records (but be mindful of ripple effect)

Informal Recruitment- past employees, referrals, walk ins

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Do you need fresh ideas = External Recruitment Platforms

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Do you need fresh ideas = External Recruitment Platforms

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Internet : company website, job boards, social media, virtual job fairs

Print- professional associates, newspaper

(newspaper or web usually best platform)

If new ideas are needed from younger population consider sending recruiters to colleges to build relationships with career counselors to bring in college graduates

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Is
this a specialized/ government job, and difficult to fill in a timely fashion? =
Employment Agencies

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Is
this a specialized/ government job, and difficult to fill in a timely fashion? =
Employment Agencies

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Private (Full and Partial)

Benefits: convenient, occasionally cost effective, timely, market knowledge, sufficient results, confidentiality

Disadvantages- mainly costly, can be deceiving

Public

Benefits: no cost to employer, employing the unemployed = tax benefits

Disadvantages: less screening can mean lower quality candidates

Considerations:

What they offer for the price

(e.g. structure based on fees, can someone internal complete this task more cost effectively

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Depends on job and target candidate.

For example, younger candidates will most likely respond to Internet postings through social media. While professionals more likely to respond to professional journals

Position advertisement with relevant job categories (e.g. wouldn’t put hair dresser next to neurologist job listing)

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Ease of internet usage means more unqualified applications.

Applicant tracking services screen, categorize, keep track of applicants, and match them to jobs.

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Anyone not leveraging social referrals is behind the curve.

94% of recruiters use or plan to use social media in their recruitment efforts.

78% of recruiters have made a hire through social media.

To succeed in today’s fiercely competitive market, recruiters have started to use a marketer’s approach to find and cultivate the top talent.

Facebook, Twitter and LinkedIn are still the recruiter’s social networks of choice.

Across social channels, recruiters look for professional experience, tenure, hard skills, and cultural fit as part of the hiring process.

LinkedIn remains the king of searching (96%), contacting (94%), vetting (92%) and keeping tab of candidates (93%).

Recruiters are also placing increasing importance on candidates’ social profiles.

Benefits of social recruitment: Recruiters reported a jump in time to hire (33%), the quality of candidates (49%) and the quantity of candidates (43%).

Developments in social recruiting exist in the context of a highly competitive employee market.

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Fourth: Considerations when writing Job Advertising

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Fourth: Considerations when writing Job Advertising

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Employee Branding

Value to employees based on promise

Write advertisement coming from perspective of applicant. What can you offer them? How simple is the application process? Is it engaging/interesting?

Compare to competitions advertisements

Compare wage and benefits and make offering most attractive for larger pool of applicants

Legal Considerations

work visas if hiring abroad

work diversity

offensive wording

job description fits actual job

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Example of targeting specific candidates with employee branding

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Example of targeting specific candidates with employee branding

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Barclay's video targets college graduates by utilising internet promotional video and opening graduation scene

They also express the standard of employees to fit with company

Clearly identify the recruitment/job vacancy is targeting the graduation group at the beginning of the video.

Different scenes represent different levels of the organization.

Explains why to work in the organization in a humored way

Then links the video back to Barclay’s objective: quietly conquering the financial world

States specific job description to target candidates

Creative video, different from other bank recruitment videos captures audience interest and therefore a larger pool of relative candidates

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Barclays Corporate Recruitment Video - Amazing!

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The most exciting video I've come across, showing that For jobs in Finance & Banking - Checkout http://www.avrec.co.uk/jobs. Barclay's clearly want to get th...

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An example of an extremely well written job advertisement is the position for Finance and Operations Manager for Western Australian Institute of Sport (WAIS).

This job had high visibility within SportsPeople, indeed, CareerOne, WAIS twitter account, Seek and LinkedIn.

These high profile and high visibility sites would have had a significant impact in broadening the available candidates for this position.

The initial description is effective as it is brief and key information is clear and concise.

When the link is clicked on it provides a further details of the position including:

Position Title

A Short Description

The Employer

Salary

Location

A detailed description

Closing date

How to apply for the position

Attached is two further documents:

1) A PDF of the complete detailed job description which delves into further details around the positions accountabilities and outcomes, along with selection criteria.

2) A word document template that applicants are required to complete for the position.

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Finance and Operations (WAIS) Application Template

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Finance and Operations (WAIS) Application Template

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151026-01 Finance and Operations Manager - WAIS

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Vague job description

Notice how interpersonal skills are not included

Fax number isn't included

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Test your knowledge !

Http://goo.gl/czDfWB