Have you ever paid attention to the job ads recently? The number of of you have read a job ad, yet still can’t determine what the employer was looking for? How many job advertisements have you read where the job sounded like bliss? In fact , a job that sounds too good to be true? How many ads have you read where a number of key details were missing, leaving you wanting to know, “What kind of job is that anyway? ”
That’s the problem with many advertised job profiles… they aren’t created very well. In some cases, senior level careers are devalued because the advertisement is actually short and doesn’t describe the chance well. In other cases, senior degree jobs are placed in the wrong viewer section. Typically, newspapers have a “career” section and a “classified” section by which different levels of jobs are promoted. For instance, the career section is tailored for professional job roles, while the categorized section is directed toward front line workers, administrative assistants or even technical trade’s personnel.
There is usually a cost difference for the different marketing sections as well. Employers that are excessively concerned with costs often fail to spot their advertisements in the right newspaper section. As a result, the message regarding their interesting and rewarding job does not reach the candidates that they had hoped for. The candidates fail to see the advertisement because it is in the wrong area.
In addition , one of the most frequent failures in writing job advertisements is the use of tough language that misleads or confuses readers. Big words elevate the job to a level higher than reality. After that instead of reaching the appropriate candidates, people who apply are often overqualified and are thinking about a much higher salary than the employer had expected.
Another challenge with regard to job seekers is to clearly understand who the employer is and/or might be. Some companies prefer to “hide” the identity of their company. While confidentiality is often the reason for this secrecy, most often the descriptions of the company are once again so “flowery” that there is often a big “disconnect” when reality hits the candidates.
With that in mind, here are a few guidelines for creating your job advertisements.
* Use each day words and a direct style to describe your organization and your job; avoid well-known clichés and industry specific buzz words.
* Keep sentence structure simple and uncomplicated; avoid unnecessary words.
5. Avoid words that mean something different to each reader, such as interface, facilitate, proficient, substantial, etc .
* Be precise in your words; avoid using words and phrases such as “may”.
* Be truthful, forthright and clear in explaining your organization.
* Ensure that your job title is appropriate for your industry and the level of the job within your organization.
* Identify the reporting relationships and supervisory responsibilities.
* Provide a brief narrative describing what the job is all about using nontechnical language where appropriate.
5. Describe the high priority job duties in order, so that candidates can get an excellent picture of their workload.
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* Provide the measurable first year objectives.
* Describe the ideal candidate; the skills, information, competencies, etc .
* Outline the personality characteristics that are most suitable to your job.
* Identify what motivators would attract a candidate to your job.
* Describe the characteristics of the ideal candidate needed to succeed in your job.
5. Keep the job advertisement to a realistic length.
Job advertisements continue to be an important mechanism for connecting with candidates. Nevertheless , if the job ad is not efficiently written and fails to attract the ideal candidates, then the job search will take more time and energy than anticipated. As well, there is nothing worse than meeting with your select candidates only to find they had completely misunderstood the job and/or are usually under or overqualified. Unfortunately, issue is the case, you will find yourself back at square one!