Creating a Recruitment Advert
Writing a successful recruitment advert is a challenge. You are selling the opportunity to work with your organisation. A poorly worded recruitment advert can affect your brand image as well as your response levels.
When creating an advert, there are many factors to consider. How do you make the role and your business attractive to your target audience? What core responsibilities and duties do you include? How are you going to manage the response? Does it comply with equality legislation?
This simple checklist will help you create an effective advert which avoids some of the common infringements of the Equalities Act 2010.
Include a job title that reflects the responsibility of the post.
Do not use terms that have an age or gender connotation i.e. instead of Waiter/ress ideally use terms such as ‘waiting staff’. Senior/Junior is acceptable if it relates to role responsibility but not to age.
Accurately describe your business activities and the work environment. Be positive, reflect your corporate values and sell your company to your audience!
Avoid company/team descriptions that exclude or discourage applications from groups i.e. “Our team of young professionals” or “our energetic team” which could be interpreted as discriminatory, unless you have a genuine occupational requirement (GOR). If you do have a GOR be clear and say why.
Description of Duties
Accurately describe the role as per the job description. Include essential duties and responsibilities on which performance will be measured. We would not recommend that you use previous adverts without reviewing the duties for each new role to ensure that they are accurate and relevant to the post today.
Do not try to detail every possible duty! It will become a boring, endless list and switch applicants off. Stick to the key role requirements and measurable objectives.
Experience and qualifications required
Include the expected educational attainment or experience levels required. This helps the applicant to understand the specific skills required for the role and expected level of competence.
Avoid assigning years to experience. Instead of two years business development experience you could say must have a proven track record developing new business.
Avoid specifying general qualification standards that can exclude specific groups, i.e. must have GCSE English and Maths Grade C excludes those educated outside England Wales and Northern Ireland or educated before 1986! You could use the term ‘or equivalent standard’ to be more inclusive.
Personal Attributes and Behaviours
Detail personable attributes or behaviours that will help the applicant to better understand the challenges or expected standards. i.e. target orientated, attentive to detail, team player etc. Unless there is a clear occupational requirement you should not use any criteria, which could be discriminatory e.g. ‘young’ ‘fit’. Any necessary or desirable criteria should be justified for each role.
Avoid descriptive terms which are subjective and open to interpretation. Happy, energetic, mature etc.
Describe Application Process
Write clear instructions regarding how you expect the applicant to apply for the post and provide an indication of the timeline with a closing date for applications.
Avoid duplications within the process, for example asking for a CV if you need the applicant to complete an application form. When defining the application, process consider whether it is accessible to all applicants and highlight alternative arrangements available.
Other Advertising Tips:
Where are, you advertising? Consider where you are placing your adverts; does your advertising medium attract the right audience? Does your advertising placement disadvantage any particular group from applying?
Include Equal Opportunities Employer Statement: An equal opportunities statement does not excuse discriminatory adverts but it does indicate an employer’s intent to undertake a fair recruitment process.
Inclusion of Salary or Benefits: Including salary in adverts is very much down to the role, competition in the labour market and the type of candidate you are attracting. Salaries are a key factor in the candidate’s decision making process, be aware that not including one may reduce your response level.
When including salary be clear on what a candidate can expect to achieve as a starting salary. If you decide not to publish salary, then detailing company benefits can help to attract good candidates.
For Further assistance:
RecruitSME advert copy service: If you would like to discuss support with creating your advert copy please contact us using the link: Advert Copy Enquiry