Advertising

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Where to advertise

You should be careful if you only advertise your role internally as this can lead to an inbalance in the workforce. Recruitment by word of mouth or recommendations from your current staff should normally be treated with caution too for the same reason. 

Your job advert should encourage applications from all candidates and should include your equal opportunities statement. Adverts should be placed in publications likely to reach all possible candidates. It may be a good idea for adverts to be placed specifically where under represented groups are likely to see them. Your advert should avoid using language that might imply that there is a requirement for someone of a certain age by using terms such as 'young' or 'energetic'. You should specify that the role is open to both sexes. This is especially important when a job has traditionally been done exclusively or mainly by one sex.

In order to attract the right type of candidate you need to fill the role you will want to consider the type of publications that your target candidate is likely to read or places where they may see or hear an advertisement.

• Remember to advertise within your organisation (and network of contacts) as well as externally.
• Consider using a recruitment agency or job centre to find people. This may involve a cost.
• Advertise in different media to reach more people. Consider newspaper/websites/email lists. If you have a website, advertise the vacancy on there.
• Think about whether you want to advertise locally (local press, job centre) or nationaliy (national press, websites).

The advert

Depending on the advertising medium you choose, you will be charged either for the size of advert, the number of words you use, the length of time the advert takes etc. There may also be additional costs for creative design. Therefore you may need to adjust your advert to fit your budget.

Once you know the amount of space or number of words that you have available you can start creating your advert. A good job advertisement should include:

• role title
• organisation and description of organisation
• description of the role and key responsibilities – as described in the job description
• location of the role and how much travel will be expected
• ideal candidate profile
• salary package guidelines
• application instructions
• deadline for applications
• relevant accreditations e.g. IiP
• equal opportunities statement.

It is not necessary to include all the above in the job advertisement itself.  Instead, the advertisement can include information on where to find further details e.g. a website address.

Getting applications

• Decide how candidates can apply for details – online/email/by post.
• Ensure that all documentation relating to the recruitment process is well prepared, gives a good impression of your organisation and is not discriminatory (equal opportunities).
• Tell candidates when they will hear whether they have been shortlisted for an interview.  Some organisations say that if the candidate hasn’t heard within four weeks of the closing date, that on this occasion they have not been shortlisted.
• Shortlist after the closing date – shortlist against the agreed criteria for the post as described in the person specification.

Have your say

Where have you found has been the most effective place to advertise your vacancies? Have you found anywhere that will help you advertise for free?

Share your experience on the Managing staff forum.