What are some tips for writing a job ad?
- ConnectsUs HR’s recruiting and hiring process identifies HR as being responsible for creating and advertising job postings so that final job postings are vetted by one person in your company: Doing this:
- Ensures consistency.
- Increases brand recognition.
- Ensures compliance. Making inaccurate statements in your postings is considered false advertisement and may be used by employees in the future if the employer/employee relationship turns sour.
If your company does not have HR on board or only has access to limited HR resources, consider:
- Assigning managers to complete the job postings once your job posting template has been created.
- Assigning an internal person, such as Marketing Assistant, Controller, or de-facto HR, to vet all job postings.
- Documenting your processes to reflect that either a manager or HR staff member is responsible for postings - depending on the availability of HR resources.
- Encourage HR to think of a job posting as a brochure, not just a job description. For example, you wouldn’t simply post the technical specifications of a product you were selling. You would put some effort into creating a value proposition, highlighting the features and benefits, and communicating your differentiator – i.e., ‘marketing the product’. The same principles apply to job postings. You are selling your open position and your company as a compelling place to work for high-performing individuals.
- Ask your network or the current position holder (if applicable) where they would look for the type of position you are looking to fill.