Best practice tips for a recruitment advertising
Employers should select candidates for interview on the basis solely on the basis of ability and qualification. During the recruitment process there is also a consideration of culture fit to examine. Vacancies should be written in a way that do not discriminate, attract the largest response possible and encourage the right person to your clients’ door. Below are a few tips to help with these processes.
When advertising a vacancy, think about the following points;
Be fair and consistent at all times. Examine the discrimination laws through the net @ www.rec.co.uk. This will help you emphasise what the job entails, not what type of person you are looking for. Skills, experience and qualifications are obviously important and this should derive from the job specification you have received from your client.
Boolean Logic
Remember, the recruitment industry can be vicious and highly competitive. During your advertising, you can compete with other job adverts from the same locality and same title to get to the top of the list. Boolean logic is a keyword search done by the advertising websites. If you are looking for a ‘sales person in Kent’ then logically you need to mention sales a lot. But try variations;
“We seek a highly motivated and conscientious sales person to join our team. Whether your background is selling, business development, account management or executive sales, if you can show us a proven sales portfolio and a hunger to close, we want to speak with you!”
The job description
- Ensure that all elements of the job are listed
- Group job tasks together
- Do not overstate or understate the aspects of the job – You only get about 30 seconds, so make them count!!
- Highlight all the key accountabilities and reporting lines are clear
Person specification
Do not ask for experience or qualifications that are not relevant to the job. The candidates will read around 50 adverts every search and if you are asking them for a skill or qualification they do not need to have, they will simply move on to the next role. Likewise, ensure that like for like comparisons can be made between candidates, as this will be the first point the client would like to see. Do they have the skills!! Give all applicants the same opportunity based on merit, treat everyone fairly - this will avoid discrimination
Application forms and questionnaires
- An employer shouldn't ask for any personal details that are not immediately related to the job description or person specification, save as to ascertain whether any special arrangements are needed to attend interview
- Ensure that any health related questions are job related and do not discriminate against disabled people
- Any judgments on medical conditions must only be based on medical facts and not assumptions about certain illnesses
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