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									                                                                       Appendix G
                                             Recruitment and Selection Procedures
       Guidance for Managers: Preparing a Job Advertisement and Further Particulars




PREPARING A JOB ADVERTISEMENT AND FURTHER PARTICULARS

The purpose of an effective job advertisement is to attract job seeker’s attention and
ensure that the right applicants respond.

An effective job advertisement is one which captures the best and appropriately
qualified applicants for the job, limits the number unsuitable applicants and promotes
the College as a potential employer.

Determine a meaningful job title

Select a job title that applicants from outside the College will understand.

Include salary or salary range

Applicants want to know what salary to expect if they were successful and whether it
meets their expectations. The Personnel Manager will insert this information

Concentrate on job description and person specification

The criteria within the text of the advertisement must correlate the job’s person
specification. The opening paragraph should sell the job and highlight one or two of
its most attractive features – ideally no more than forty words. The second paragraph
should summarise the key attributes of the ideal applicant – ideally no more than
forty words. All requirements should be factual and job specific.

Make sure the advertisement is well written

A well constructed advertisement will avoid potential indirect discrimination which
could affect disabled applicants or applicants with caring responsibilities.

Ensure the advertisement does not inadvertently exclude suitably qualified applicants
on grounds of gender/race/disability/religion/sexual orientation/belief/age.

Compose the advertisement as if you are trying to sell a product or service.

Use the right sentence length: a sentence that is too long will be difficult to follow.
Adopt the right paragraph length: no more than 40 words for each paragraph.

Do not use abstract and long words.

Use the word YOU, the most powerful word in advertising: YOU will have at least 2
years experience.

Check spelling, punctuation and grammar for accuracy to ensure that applicants are
not turned off by a less than competent advertisement.




C:\Documents and Settings\RWCMD-STAFF\Desktop\Recruitment Policy and Procedures\Recruitment
and Selection Appendix G Prep Job Ad and FPs 01 Feb 05.doc
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                                                                       Appendix G
                                             Recruitment and Selection Procedures
       Guidance for Managers: Preparing a Job Advertisement and Further Particulars




Cater to your audience

Knowing your target population can greatly increase the effectiveness of your
advertisement.

Speak to potential applicants by using relevant terminology. Do not use ‘jargon’
common only to HE as it might discourage suitable applicants from outside the
sector.

Further information

The Personnel Manager will insert the closing date which should be at least following
the latest publication date of the advertisement and add a standard paragraph giving
applicants clear instructions on how to apply.

Publishing the job advertisement

Ensure that the media is both appropriate and similar to other kinds of posts
advertised in that group.

Be aware of media deadlines – most media require the approved advertisement one
week prior to publication dates.

The Personnel Manager can advise you regarding appropriate media publications
and their deadlines.

College’s Welsh Language Scheme

The Personnel Manager will arrange for the job advertisement to be translated into
Welsh and ensure that the publication of job advertise complies with the College’s
Welsh Language Scheme.

Points to remember

Take time to write the advertisement. A poor advertisement will make a major
difference to the quality of applicants and reflect adversely on the College.

The advert should be short, punchy and only include essential information.

Avoid duplication e.g. do not repeat the job title within the main paragraphs of the
advertisement.

Timing of the publication of the advertisement is crucial. Advertising at certain times
in the year e.g. around vacation periods and major holidays, August, Christmas, will
reach far less suitable applicants and may have greater cost implications.




C:\Documents and Settings\RWCMD-STAFF\Desktop\Recruitment Policy and Procedures\Recruitment
and Selection Appendix G Prep Job Ad and FPs 01 Feb 05.doc
                                          Page 2 of 3
                                                                       Appendix G
                                             Recruitment and Selection Procedures
       Guidance for Managers: Preparing a Job Advertisement and Further Particulars




Further particulars

To help applicants to decide whether or not they wish to pursue their application they
should be provided with ‘Further Particulars’ about the post, which should include:

Information about the College
Information about the Department
How the job fits into the Department Structure, preferably by including an
organisation chart.
Job advertisement
Job description
Person specification
Details of the level of disclosure required for this post in relation to criminal
convictions
Details of the recruitment schedule and procedure (interview date, etc)
Core conditions of employment
Any other relevant information - you may wish to include an invitation to phone or e-
mail the department for further information; one point of contact is preferable to
ensure consistent information is given.

The Personnel Manager is responsible for collating and printing the further
particulars.




C:\Documents and Settings\RWCMD-STAFF\Desktop\Recruitment Policy and Procedures\Recruitment
and Selection Appendix G Prep Job Ad and FPs 01 Feb 05.doc
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