Video: How to write the perfect want ad 2024, May
One of the tasks of a personnel officer is to search for employees for open vacancies. Often this becomes a real problem. But the complexity of the solution will increase several times if you do not start looking for the right specialist. How to do it right and quickly achieve results? Let's try to figure it out.
Job Ad Requirements
For the personnel search to be successful, it is necessary with all responsibility to approach the creation of information about the vacancy. What are the features of a job advertisement?
- No understatement. The text of your ad should be as sincerity as possible within the corporate requirements. Remember: no lies in the ad! If the vacancy introduces the applicant in error, then recruiting will fail. The personnel officer will spend a lot of time, schedule an interview, and the applicant will leave, and will be completely right. The levels of expectation and reality in relation to the vacancy should be as close as possible.
- Subject text only. Often, when analyzing texts about open vacancies, one can see something like this: “A positive person with work experience is required to do great things in a cozy office with free cookies.” This is a good example of a bad ad. A sample job announcement is a constructive and substantive business letter addressed to a wide audience.
- Reflection of important information. Have you ever looked for a job? Imagine looking for her again. What information do you find important in your job postings? Definitely not data on the location of the cooler in the office. All that is important to the applicant should be in the ad. Schedule, salary, office address - all these are factors that will positively affect a person’s desire to respond to such a vacancy.
- Attractiveness for the candidate. Absolute honesty to the applicant does not exclude that the vacancy can be attractive. It is worth showing ingenuity, we will talk about this in more detail.
What to write
The announcement should indicate:
- Information about the company. This section should be concise and solid. Each applicant is interested in working in a large international company with a strong corporate culture. Looking for an employee for a small cosmetics store? Remember the above principles? Do not exaggerate, as well as understate.
A good example: "A young company, an official distributor of Italian cosmetics, is looking for a product manager in connection with the expansion of the distribution network."
- Duties. Here the specifics are needed like nowhere. The applicant must appropriately evaluate his strength and experience. List competencies clearly and to the point. Do not overload the text with additional details that can be discussed at the interview.
- Requirements for the applicant. Remember that you are not looking for a future member of the superhero team, but an employee who must effectively fulfill his job responsibilities. Do not go too far and require five years of experience in the specialty, age 20 years and several higher educations. The task of a personnel specialist is to find the optimal employee for an existing vacancy, and for this it is necessary to adequately understand who is required to work.
- Conditions are the most important section. Here should be succinctly set out information about the working hours, the amount of wages, social guarantees and the address of the office.
- Request for feedback. Be creative with your ad. In addition to contacts for feedback, it is recommended that applicants write a short essay on the topic of his vision of himself in a potentially new position. A job announcement should clearly explain to the applicant what information is expected of him and what requirements are presented to him.
What you do not need to write
Do not include information not related to the vacancy. Stories about a friendly team is a subjective thing, which is perceived differently by everyone. A potential professional is looking for work, not an interest club. Similarly, the situation is with information like stories about free tea and cookies. This is all, of course, pleasant, fun and in the spirit of a startup, but such an announcement would rather alert than attract a serious person.
It is also not worth mentioning the nonexistent conditions, which during the interview will turn out to be only fiction. There is only one result - the applicant will leave the interview in irritation, the recruiter will spend about an hour of working time, and it will not work to get closer to the result.
Platforms for accommodation
Job boards are informational platforms that make the work of a recruiter or personnel officer much easier. There are a great many of them on the net and on paper. Each is different in its audience, so it is not worth it to indiscriminately search.
We list the main sites for job advertisements:
1. On the Internet:
- HeadHunter.
- SuperJob.
- Job.ru.
- Career.ru.
- Rosrabota.ru.
- Jooble
- Avito.
- Social networks.
2. On paper:
- Newspaper "From Hand to Hand".
- The newspaper "Camelot".
- "Caravan + Fair" and other regional publications.
As already mentioned, before writing an advertisement for a job within a particular site, you need to decide which specialist you are looking for. The secret is that each site is particularly popular for different categories of specialists.
Where to look for workers
If you are preparing a job advertisement as a loader, driver, locksmith, and so on, then your option is print media and their network replicas. Publishing vacancies in a newspaper costs a little money, but such ads are carefully viewed by people of the older generation who are looking for work in their specialty.
This is due to the fact that specialists in this industry are rarely confident computer users and prefer old proven ways to find work, such as newspapers such as "Hand in Hand", "Caravan + Fair", "Camelot".
A significant minus of a job advertisement in a newspaper is that a job can easily be lost among hundreds of similar ones. But publications, as a rule, are ready to highlight your material more vividly for a small surcharge.
Search for employees for a part-time job
If the recruiter is puzzled by the search for promoters or other employees with temporary employment and hourly pay, then the ideal option is to post vacancies on social networks. This can be done both on a personal page and in specialized groups for personnel selection.
Plus the publication of job advertisements in groups - the large audience. Subscribers to these communities are people who are looking for work.
Plus posting on a personal page - the ability to "word of mouth" using reposts from friends. As a result, many people from diverse audiences will see the ads.
Work site
Need an employee to do short-term work with piece-rate pay? Then the best placement format would be the Avito portal.
Firstly, there you can choose the necessary specialist from already available vacancies that are in the public domain.
Secondly, this site is surprisingly popular among professionals who need single jobs.
These factors make Avito an ideal way to find an outsourcing employee to participate in short-term projects with piecework character.
Where to look for white-collar workers
The unequivocal leader in the search for managing specialists, effective managers, marketers and lawyers is the Head Hunter portal.
Despite the company's attempts to make this site a space for searching for specialists of a wide profile, the main sector of applicants is highly qualified specialists in search of office work.
A significant minus is the paid nature of recruiting. Access to vacancies, as well as posting job advertisements, requires an advance payment, often quite high.
A nice plus is a high percentage of response. A good job placement will lead to high conversion and a successful interview for both parties.
Ad example
Let's try to create an example of the text of a job advertisement.
1. Company
The regional leader in the sale of building materials, Zvezda, is seeking an employee for the position of director of a store in connection with the opening of a new store.
2. Responsibilities
- Operational coordination of the work of the department heads of the store.
- Work with providers.
- Organization of the work of the team.
- Monitoring the implementation of incentive payments.
- Analysis of the financial profitability of the store.
Requirements
- Work experience in a leadership position for at least 1 year.
- Higher education.
- High learning ability.
Conditions
Schedule: 5/2, a working day from 9.00 to 18.00, a full social package, payment for sports, a salary of 30,000 rubles + a bonus based on the financial performance of the store.
Contact us: phone, e-mail, skype. Write down why exactly you are suitable for the indicated position, approach the question creatively, and we will contact you with any outcome of the question.
