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

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

(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

• Job posting - on company bulletin board and personnel records (but be mindful of ripple effect)
• Informal Recruitment- past employees, referrals, walk ins

• 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

• What they offer for the price

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

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

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.
  

• 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)

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/

• 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.

• 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.

• 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

• Ease of internet usage means more unqualified applications.
• Applicant tracking services screen, categorize, keep track of applicants, and match them to jobs.

• 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

Http://goo.gl/czDfWB

Notice how interpersonal skills are not included

Fax number isn't included