on the job

Do your personnel ads begin with glowing testimonials to the success and stature of the firm? This may attract lawyers, but if you're trying to interest applicants for professional staff, it looks more like evidence of an institutional inferiority complex.
Well-written personnel ads start with the qualities of the desired candidate, progress quickly to the duties of the job and wrap up with a clear set of guidelines on how to apply. No 'sell' job on the firm is needed. Experienced marketing pros know how to research to see if your firm is a good fit for them.
Begin with a well-defined job description. Before you even begin to write your ad, you need to clarify what you're hiring for. Clear, concise job descriptions give you all the necessary content you'll need to create interesting and engaging personnel ads. What is the objective of the position? What are the tasks to be accomplished? What results will be used to measure performance? What skills are required? What are the reporting lines, compensation and benefits? What is the position classification and term?
Get the most out of your placement budget. Once you have the position defined, try to compress vital information into 100 words or less. The New York Times charges $900 per column inch for text classified ads, and over $1100 per column inch for display classified. Even in the smallest type, your 100 words will be at least two column inches and then you'll need another inch to include the address for submitting applications. The Times rates are about as high as it gets. But even in smaller markets, it pays to be brief. Also, look for alternative ways to reach your applicant pool. You might find a less expensive, but effective channel.
Balance your resources with the urgency of filling the position. Currently, most markets have more job seekers than jobs, but if you're filling a key position, a larger ad may deliver a diverse stream of resumes more quickly.
Craft ad copy for impact. Here's the magic ingredient: lead your ad with the most desirable attribute you seek in the person you hire. Want a high-level thinker with good strategic vision? Say so up front. Need writing or graphic talent? Someone who works well with difficult personalities? Put it in the ad. Your wording allows applicants to self-select in or out of the process.
Five tips for writing
successful employment ads
Here's some sound advice that will help prevent headaches with your next hiring adventure:
Avoid price fishing trips. State the salary and benefits for your position clearly. That way you won't waste time interviewing candidates who are overqualified or out of your price range.
Clearly state the position's tasks and responsibilities. If such tasks require a college degree, knowledge of certain software, security clearance, or specific training, make sure the information's included in your ad.
State the pros and the cons of the job. If long hours and arduous travel are required, let your applicants know ' in the most positive of ways.
Paint an accurate picture. Don't pump up the firm so that it looks like Utopia on paper. Instead, put your best, but honest, foot forward.

Set up a timeline. Don't let the hiring process drag on. Advertise a definite cutoff for applicants. Indicate how long the selection procedure will take. Keep applicants informed if ' and when ' delays occur in the hiring process.
Whether your goal is hiring support staff, bringing in other marketing professionals, or recruiting top-notch talent for your firm, clean, clear and concise ads will get the proper attention and bring appropriate candidates. That makes every hiring decision easier.

In Job Ads, Say What You Mean, Mean What You Say