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Tips on Advertising Positions on the Net

Effective Advertising Copy increase your ability to attract the right talent to your organization.  Content, text, font effects, and format play an important role in developing effective position descriptions, creating excitement and interest about your position and company.

When writing a position description keep in mind that the position description's content must speak to the prospect by providing information that answers the question, "Why should I consider your organization?" To be effective, this content must to be short and concise, while providing enough details like responsibilities, qualifications, compensation, and benefits.

Some Tips:

Dont abbreviate words and dont use incomplete sentences since anyway you are not charged for the amount of characters in the position as you are when you advertise via a newspaper. 
Dont use "all caps" in your description. 
Include a position heading, company statement, position summary, salary and benefits summary, and qualifications area. 
Position Heading -  The function of the position heading area is to attract attention. 
Company Statement - The function of the company statement area is to create excitement and interest about your company.
Position Summary - The function of the position summary is to increase the interest level about the position while providing additional information about the position.
Qualifications and Experience - The qualifications and experience necessary for the position.

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Evolve a Recruitment Strategy            Home              Recruitment & Selection

Recruiting is as important to a business as the development of a technology. Companies typically develop business plans but often fail to develop a staffing plan and strategies to support it. Which positions are most critical and in what order? Where are the pools of candidates and what are the strategies to reach them? What qualifications are musts, and which are wants? These factors are critical to recruiting new talent. The strategies for recruiting has evolved with technology.

Recruit on the Net

The Internet is a place where more and more companies are doing their recruiting. At the same time, IT professionals generally use technology in job hunting. That means they're not just searching for listings in the newspaper but also on the Internet, with the Internet becoming a larger presence in job searches of all kinds.  Such standard recruiting methods often attract a large pool of potential candidates. To find the right employee, that often means looking at hundreds to hire for one position. It is a sound strategy if you are selective enough and have the time to sort through the candidates. If your staffing function is set up correctly and using the technology tools available it can quickly sort the thousands of resume postings. 

But with IT professionals in such high demand, companies also are recruiting right from other companies. Such "stealing" is standard practice in an age when company loyalty is virtually nonexistent. Approaching employees who are not actively looking is usually done through headhunters and sometimes through personal contacts. Another method is growing your own talent. This requires the anticipation of staffing needs years in advance. It may include locating talent on college campuses or within your own organization. Offering training and placement programs not only helps build employee loyalty but trains the employees as you designate, with your corporate culture in mind. 

Sell the Job and Company

People work for a variety of reasons. One is to pay the bills and collect benefits. Although a primary reason, it's not why someone chooses one job over another. That often depends upon the corporate culture.

Your task is to present and sell your company to prospective employees. The best matches are those who fit your corporate culture. That will ensure your company is attractive to them. Before any job search begins, taking a hard look at your corporate culture and how your company is presented during the interview process will save you time and money in the long run. 

Determine the type of worker for whom you are looking. Talk to similar workers at your company to find out what they like about working there. Decide what perks you could offer that might support your corporate culture and also attract those workers. 

Develop the Right Ambience in the Company

And be creative. With the employment wars pushing the salaries up, you can often compete with smaller, more meaningful items. Flexibility in work hours, telecommuting, access to a gym, free vending machines and cappuccino bars all make a difference. Training is an extremely valued perk for technology professionals, since technology changes so rapidly and there is a fear of obsolescence. Just make sure that the perks reflect your corporate culture, or they won't work.

If the employee/company match is a good fit, it will help to keep your workers working for you. Retention is very important. The cost of replacing an employee can be as much as two to three times his or her salary in lost work, recruitment and retraining. 

Recruit the best and brightest, they will grow your company. Prepare a staffing plan and strategy that suports your business plans objectives. Invest in staffing with the right the tools and professionals. Look for someone interested in being a part of the company fabric and grow with it. Then offer them the benefits, compensation and perks to help keep them there. Companies that focus on staffing as key to their business have the best chance of winning the employment wars.

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