Unsworth Sugden Blog

Contrary to what many say,  recruitment advertising is specialist. It requires different marketing skills and a different approach. Many people say recruitment advertising is easy, little design skills and standard copy. People that think this are VERY wrong!

The need is to achieve an effective ad, designed to capture the job seekers attention and which then:

• Attracts the best and appropriately qualified applicants to your vacancy
• Limits the number of unsuitable candidates
• Sells the benefits of working for your company
• Re-enforces the brand

Points to consider:

1. Job title - Select one that is explicit, descriptive and means something to people outside your company.
2. Salary - can act as a screening device if included; if not, it is helpful to ask for current salary on ad.
3. Job Description & Person Specification - if these exist the ad should reflect their content giving details of duties and responsibilities. Be clear on skills, education and experience required or beneficial to attain the position.
4. Well written - clarity, brevity and simplicity are essential qualities. Check spelling and grammar. Avoid long sentences. Sell the position. Do not discriminate. Remember your target audience and speak to them.
5. Advertise the benefits of working for your company - include benefits packages, career opportunities, company facilities.
6. Ease of response - clear instructions on how to apply and make it relevant to the type of job: a telephone response may be more appropriate or give an option to call for an ‘informal discussion’. Include an e-mail if possible as it does increase response. If you can apply on line make sure the web address included.
7. Timing of advertisement - avoid Bank Holidays as these may affect response.

The Recruitment Team at Unsworth Sugden are always available to provide our clients advice and a copywriting service whenever required!