Developing Effective Job Advertisements

Having identified the key components of the job that you are trying to fill, many owners and managers simply throw together an ill-prepared advertisement that they hope will attract the right people. 

If you think about it, this is both stupid and irresponsible,  but it is not something that is really very difficult to overcome. There are two simple techniques of that one can use to develop a good job advertisement and then a number of common sense ways to approach the question of where to advertise.

The first technique behind the running of the advertisement is to develop an employee value proposition that talks about why your organization is a great place to work. This is a simple thing to develop, and the methodology behind doing so is spelled out in the article "Developing an Employee Value Proposition".

The second element is to go through the discipline of filling out a form that contains all of the salient information that you will need in order to create a good job advertisement. A sample of the kind of information that you will need to do this is contained in the article "Writing an Effective Job Advertisement”.

Finally, almost as an aside this is one of the few areas in life where there is actually a free lunch. What far too few people realize is that you can contract with an advertising agency to produce the job advertisement for you and pay them nothing. They get paid by a commission from the medium in which the advertisement is run, and since there is no way that you can get that commission paid to you directly, having somebody else produce your advertisement actually costs you nothing. 

The Four Critical Steps to Hiring

  • Establish the Profile

    Make sure that you know what talent you are trying to hire. Start from scratch and take time to define the job rather than rushing and simply rehiring the person that you are replacing.    

    The Time Edge



  • Develop the Process

    Successful hiring depends on having real choices. Write advertisements that will attract a large pool of candidates and have a process so that heavy response levels don’t stretch your resources    .

    The Time Edge

  • Grade Candidates

    You can’t afford to rush the selection process. You need to have an effective screening process and evaluate candidate skills carefully in relation to the job profile you established.

    Edge Business Essentials

  • Evaluate and Execute

    It is essential to have a robust interviewing process. You need to have candidates interviewed thoroughly and then check references and do background checks.

    The Alternative Board