Comments - Give your Job Ad some Personality! - RecruitingBlogs2024-03-28T16:57:50Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1151885&xn_auth=noGreat point, Valentino! If y…tag:recruitingblogs.com,2011-03-05:502551:Comment:11555502011-03-05T16:27:05.276ZChris Brablchttps://recruitingblogs.com/profile/ChrisBrablc695
<p>Great point, Valentino! If your organization doesn't have the time or energy to write great job ads, you may want to look to recruitment pros for help.</p>
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<p>In addition, part of the problem is also one of having a consistent process. If you have 15 different people writing job ads and no one to go over each one and make sure the messaging is consistent, you are probably doing yourself a dis-service in terms of providing good compelling content for job seekers.</p>
<p>Great point, Valentino! If your organization doesn't have the time or energy to write great job ads, you may want to look to recruitment pros for help.</p>
<p> </p>
<p>In addition, part of the problem is also one of having a consistent process. If you have 15 different people writing job ads and no one to go over each one and make sure the messaging is consistent, you are probably doing yourself a dis-service in terms of providing good compelling content for job seekers.</p> Chris,
All good points, part…tag:recruitingblogs.com,2011-03-05:502551:Comment:11552612011-03-05T09:18:29.995ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<p>Chris,</p>
<p> All good points, particularly for recruiters who are new to the recruitment field. </p>
<p> The problem of ineffectual recruitment advertisements can amount to a combination of things--the examples you mentioned, plus poor ad placement where exposure to a targeted professional discipline is missed; or a confused or misleading message, wherein applicants simply cannot connect to something as simple as the right place to apply to be considered. The worst being to delegate the…</p>
<p>Chris,</p>
<p> All good points, particularly for recruiters who are new to the recruitment field. </p>
<p> The problem of ineffectual recruitment advertisements can amount to a combination of things--the examples you mentioned, plus poor ad placement where exposure to a targeted professional discipline is missed; or a confused or misleading message, wherein applicants simply cannot connect to something as simple as the right place to apply to be considered. The worst being to delegate the job posting to a person who has no ownership for the entire process. For example, the chore goes to an admin. staff member who types-up a job description, faxes that job description, sometimes with misspelled words, bad grammar, incorrect contact information, etc.</p>
<p>And know this--often the receiving entity will place such an ad exactly as they receive it, with mistakes and all, because it’s not their job to even read your ad much less correct it. There job is to post it…and they do that effectively. I see this happen all the time where the recruitment ad is boring, poorly written, and is an embarrassment to the company represented in the ad. It is no wonder why few highly qualified candidates will apply to pursue a career opportunity with an employer represented in such ads.</p>
<p>My advice it to benchmark what your impressive competitors do and emulate them. More importantly, if you realize you cannot effectively do your own creative recruitment advertisement and want results--get a pro.</p>
<p>Years ago, I was fortunate to receive an award for overall recruitment performance from the Employment Management Association (EMA-now part of SHRM). It was at their annual national conference, for taking a lead role in a significant recruitment effort that resulted in hiring 5421professionals in a 12 month period. Our outstanding team was credited with hiring an average of 5000 technical professionals per year, for three consecutive years. Upon receiving the EMA <i>Pericles Award</i>--I proudly shared credit for our success with Bernard Hodes Advertising (the top recruitment advertising company in the country, in my view). Hodes's creative people and account managers helped us launch a variable and supremely effective ad campaign, in the midst of intense competition from at least seven other aggressively recruiting aerospace companies, in the early '80s. A good, creative and attentive recruitment ad agency is worth its weight in gold.</p>