Advertising Jobs
Advertising Jobs
First of all, you need to be clear about the role of job adverts. You don’t just want to be attracting the most number of people as possible. In the end, that will only waste your time as well as that of the unqualified applicants. So, the first step is to be as clear as possible in your advertising copy. People should know exactly what your company is about and what position they would be getting themselves into before they apply to work for you.
Start with a clear and constructive job title. It should be something that is appealing and yet not at all deceptive. You don’t want to attract readers to your ad at any cost. You want to create something that will grab their attention, but that is realistic and informative.
When advertising jobs, you also need to be clear about what it is your organization does and how this position would fit within its overall structure. Make sure you include all the basics, such as location, responsibilities, required qualifications, and benefits. Remember, you can always make changes as you go. Begin by creating a relatively tight list of selection criteria. If you don’t get the response you’re looking for, and see no candidates that fit your needs, loosen your criteria and try again.
At the end of your ad, make sure your contact information is clearly available. Make it as easy as possible to apply for the position. There is no bigger turn off for the qualified applicant than having to go through a difficult application process. I’ve thrown out many a job advert simply because I knew the application process was just not worth my time. Even if your job is worth the time, don’t make candidates struggle where they don’t need to.
If you’re going online to do your head hunting, don’t forget to include a lot of keywords in your copy. Don’t go for vague and abstract words in your attempts to be different. Use obvious and standards words for job titles and, because people’s attention is so hard to hold online, make sure your writing is concise and able to be skimmed quickly. Divide your adverts into clear sections with bold and obvious headlines.
Finally, when advertising jobs remember that communication is key. Contact applicants as soon as they apply to at the very least let them know that you have received your applications. Don’t leave them hanging in the dark, or by the time you make your decision, they might have already moved on.
Advertising Jobs - To learn more about this author, visit Jorge Cruz's Website.
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Many people overlook this part of the human resources process, but it is in fact one of the most important steps to making sure you have the best team you can have behind your company. Advertising jobs that are available within your business doesn’t have to take long. With the myriad of ways to advertise online, it could all be done with the quick click of a mouse. But, what about for those of you entrepreneurs that are serious about finding the best fit for your company? Here are some tips to make sure you’re attracting the best and the brightest.
First of all, you need to be clear about the role of job adverts. You don’t just want to be attracting the most number of people as possible. In the end, that will only waste your time as well as that of the unqualified applicants. So, the first step is to be as clear as possible in your advertising copy. People should know exactly what your company is about and what position they would be getting themselves into before they apply to work for you.
Start with a clear and constructive job title. It should be something that is appealing and yet not at all deceptive. You don’t want to attract readers to your ad at any cost. You want to create something that will grab their attention, but that is realistic and informative.
When advertising jobs, you also need to be clear about what it is your organization does and how this position would fit within its overall structure. Make sure you include all the basics, such as location, responsibilities, required qualifications, and benefits. Remember, you can always make changes as you go. Begin by creating a relatively tight list of selection criteria. If you don’t get the response you’re looking for, and see no candidates that fit your needs, loosen your criteria and try again.
At the end of your ad, make sure your contact information is clearly available. Make it as easy as possible to apply for the position. There is no bigger turn off for the qualified applicant than having to go through a difficult application process. I’ve thrown out many a job advert simply because I knew the application process was just not worth my time. Even if your job is worth the time, don’t make candidates struggle where they don’t need to.
If you’re going online to do your head hunting, don’t forget to include a lot of keywords in your copy. Don’t go for vague and abstract words in your attempts to be different. Use obvious and standards words for job titles and, because people’s attention is so hard to hold online, make sure your writing is concise and able to be skimmed quickly. Divide your adverts into clear sections with bold and obvious headlines.
Finally, when advertising jobs remember that communication is key. Contact applicants as soon as they apply to at the very least let them know that you have received your applications. Don’t leave them hanging in the dark, or by the time you make your decision, they might have already moved on.
Advertising Jobs - To learn more about this author, visit Jorge Cruz's Website.
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Kim CastleWith nearly two decades in the advertising and design business, with clients like Domino's Pizza, General Motors, Direct TV, Pedigree, Wolfgang Puck, Higher Octave Music, Hollywood Celebrity Products, Disney, and Paramount, as well as thousands of entrepreneurs around the world define, structure, communicate, and position their business for greater profits, BrandU(R) co-creators Kim Castle and W. Vito Montone discovered that entrepreneurs could experience the same power that big brands command for a fraction of the cost with the world's only process-based results-drive Integral approach to business creation. BrandU(R) is helping entrepreneurs grow with the power of extreme clarity from idea...to brand...to market(TM) and helping one million entrepreneurs become successful and whole so that they can make a difference in the world. Are you one of them? If you want to experience clarity all the way to the bank(TM), get started now at http://www.brandu.com. - Visit Kim Castle's Website |
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David AchesonDavid Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns. David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website |
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