Of course, when the recruiter publish an announcement of the vacancy, he wants to collect as many RELEVANT responses, that is, to get as many resumes that will substantially comply with the requirements of the position and with them you will be able to continue working on the next stages of selection.the Issue of any advertisement is that it «hangs» among the many very similar descriptions, and required a group of candidates simply do not notice it. An obvious solution is to make the ad visible to allocate it among competitive ads. And talk about this in this article.
Select recipe
a common mistake recruiters make the advertisement all known information and wait for the results. Often this is not enough. The secret of «delicious» Declaration similar in many ways to prepare dinner: here, of course, it is important simply to know the recipe and be able to cook, but also very important to be able to choose what to include in the menu, because some dishes can be simply discarded. For example, you are unlikely to eat a lot of cakes with thick oil cream, if your celebration will be held outside in the 30 degree heat. They would rather prefer more light desserts or even limited fruit. Think carefully about their actions is important not only in cooking but also in recruiting: your ad should consist of only high-quality ingredients that will suit those candidates that you are looking for.
simply put, your ad candidate should see what he is looking for. Therefore, when drafting the text should think about what constitutes a job offer which you describe what he wants from the person you are looking for and what language he speaks. If you carefully do the job, then its result will be really working the vacancy announcement. Try to provide a complete portrait of this man: what is his nature? What is important to him in life in General and work in particular? Why did he choose this profession? What he wants now and what he will want in the future? All of these questions is the key to motivation your perfect applicant, which must be included in your ad.
the second Step is to understand the essence of the proposal of the company: what is this company? What are her goals now and in future? What it offers to its employees? What is the atmosphere inside, and a little more — what is corporate culture? Which candidate will be satisfied with the company? After answering the last question you should choose from the many candidates selected in the first step, to leave only a narrow, or not, a group that can really go. For example, among the many candidates who are fluent in the programming language C++, have specialized education and 3 years experience in the specialty part already has ambitions Manager, fluent in English and looking for a job in a dynamic company with democratic corporate culture, and part of the tongue does not know, to command people do not like and prefer the clarity and stability of business processes that are actively growing the company can provide its employees do not always. If you answered all the above questions, you will be able to easily identify your group. If this fails try to revise existing information or create a new one, and then answer all the questions again.
Mix ingredients
You have defined who you are looking for, and now we need to understand the language they speak your ideal candidate. For example, it can be formal and dry in the wording to include many details and nuances of operation listed in a column, or it can be light and emotional, written as a continuous text and contain, for example, quite vivid epithets. So, the announcement for students who for the first time looking for a job after University, can be written quite «alive». However, it is worth remembering about the psychological profile of the candidate and the company. For example, you can compare the ads on the starting position in the «McDonald’s» and «PriceWaterHouseCoopers», the difference will be obvious.
Next it is important to remember how you put the emphasis in the text of the announcement: there in the first place, should be presented exactly the information they are looking for the candidate. For example, if your company is looking for in Moscow the head of the project implementation of software solutions in the banking sector for its core business, but also has agricultural subsidiary in New Zealand, the advertisement for the position of «project Manager» detail necessary to describe the first part of this information, and second to specify casual. Specify that the company has international status and that would be enough.
Tasting and completion prescription
work on the ad never ends: communicate with candidates, specify the details of their profile and motivation, listened to their oral and written speech directly ask why they chose your ad, what they remembered. Modify the text, review its contents, check the effectiveness of different options. As in home cooking, the job should be reviewed regularly, to correct errors and inaccuracies, or simply add new spices to taste.
Alexander Pokryshkin
Recruitment company AVICONN
Consultant recruitment