Choosing the right jobsite on which to place your recruitment ad can be a minefield, particularly with the plethora of generalist sites about. Interesting statistics were recently published within ‘The Recruiter’ for the top employment and training sites as ranked by share of the UK internet visits for September 2008.

Here are the top ten:

1. Jobcentre Plus 10.81%
2. National Health Service – Careers 3.95%
3. Totaljobs.com 3.46%
4. Reed.co.uk 3.32%
5. Jobsite.co.uk 2.66%
6. LinkedIn 2.43%
7. Monster.co.uk 2.22%
8. TES Jobs 1.96%
9. CV-library.co.uk 1.34%
10. Guardian Jobs 1.29%

The recruitment division at Unsworth Sugden gives help and advice to our clients regarding the best sites to use for individual jobs and negotiates the best package to maximise impact within budget constraints.

September was a hectic month for the agency.

The recruitment advertising team gained the Servoca Nurses and Care account, while the PR department added the property developer and investment company Raynsway to its ever growing list of retained clients.

Our web division, usdigital, has been appointed by Midland Handling Equipment, the conveyor chain specialists, to design their new company website and Battery Direct has signed up for usdigital’s monthly SEO package.

We did however manage to fit in the annual mid year (slightly late) agency outing, to celebrate everyone’s hard work this year.  After all we can’t have all work and no play!

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!