9 Tips For Hiring Managers When Advertising a Role
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When recruiting for your new “star” employee, it can be easy to fall into an understanding that the Internet will give you the candidates you want.

Well, there is a process that we should all follow to find the best candidate for the job. Today is your lucky day; we would like to tell you our best-kept tips to discovering who you need!

  • Know whom you are looking for

Although this might seem obvious to many, there is more to a job than just a persons’ qualifications and work experience. Personality also comes in to play, and you cannot always get this from merely reading a CV. Pointers to look out for are:

  • Life skills
  • Out of work achievements
  • Hobbies
  • The tone of voice in their cover letter

For example, if you are looking for somebody upbeat and full of energy, then consider hobbies such as sports. For creatives, find people interested in music, art or dance.

  • Know what experience they require, understand qualifications/experience terminology.

Each member of staff in your company is likely to have different qualifications and different previous experience. Understanding the terminology for the job at hand is crucial for flagging up CV’s that you desire.

For example:

  1. If you are hiring a new Marketing Manager, look for keywords such as A/B Testing, SMM, SEO, SMM, SEM, PPC… see a full list of terminology here
  2. If you are looking to hire an electrician, you need to consider if they are Part P registered with an NICEIC, ELECSA or NAPIT ID card or registration certificate.
  • Write a compelling and strategically produced advertisement

 So the MOST IMPORTANT tip of all is to write a fantastic job advertisement. From a killer job title to the final sentence, if you want to find a top-notch person for the job, you will not do this with a messy and half-hearted ad. Some advice:

  • Use a catchy job title
  • Be specific about the job role
  • Nail the job description
  • Don’t exaggerate nor under suggest
  • Offer challenges, not rewards
  • Tell them about your company success and company goals
  • Request a cover letter
  • Provide a link to your website and up-to-date contact details.

 

  • Where will the Ad be placed, online, offline, both? (Choose Strategically)

Choosing the right locations for your ad is key to attracting the right people. Where medical professions look for jobs is a very different place to where creatives search for jobs. So make sure you do your research before placing your ad on sites. You will have to pay to put it on many websites, so getting it right is very important. Dependent on the job, the newspaper might be applicable to reach your target dream employee. Knowledge of the position available and the candidate wanted will enable you to understand where they will be looking for work.

 

  • Use your Social Media Platforms & Website also to promote.

A great way to push your advertisement further is to use your Social Media and Website. People interested in your company will already have a passion and understanding of what you do and might follow you on social media in case of any openings. If you do not utilize these platforms, then you could potentially be missing out on precious and strong potential candidates. And not to mention, it is free to post on social media, whether it be making a group or posting to your LinkedIn page (it will, however, cost if you run an ad or boost the post). It’s good to remember; when posting on social media, you still need to ensure the advertisement looks professional and appeals to your audience. In regards to uploading the job to your website, if you can do this yourself then perfect, if you have to pay someone else to upload it then do bear this in mind.

 

  • Networking

Now, this is something overlooked by many when considering hiring but is potentially one of the best ways to find whom you need. Networking involves meeting with business savvy people within your area. To anyone who owns a business, we would assume you either go or have been networking before, and what better way to put your job offer out there than to a room of people interested in business growth and success! It is essentially free advertising (yes, you may have to pay for the event, but that’s a damn sight less than you would pay to promote it online) in your local area to like-minded people.

 

  • Considering Apprentices or Uni graduates

Paid (or unpaid) Internship or apprentice schemes are more popular now than ever. They are a way to bring in new talent, increase productivity, improve retention rates, and essentially gain a new perspective. Don’t be afraid to consider them as a test-drive, you never know, they might grow to be your best employee yet!

 

  • Referrals

Employee referrals are a brilliant way to reach out to the desired candidates. They enable you to skip reading hundreds of CV’s, and after-all, recruitment is a team effort in a company, right? There is no harm in putting the feelers out there with friends or like-minded business people.

 

  • Assessment platforms

82% of companies use some form of candidate assessment testing, according to the recent “Talent Board’s Candidate Experience Research report.” Assessment platforms are used to test candidates in the early stages of the interview process, meaning you can be confident in a candidate’s abilities before they even speak to you or your hiring manager. We’re not saying people lie on their CV’s, but it’s good to be sure, right?! We recommend using a site such as eSkill or Devskiller, which are online sites and very affordable!

 

Hopefully, these tips will help you with the hiring process, because there is more to it than people initially think, so be prepared, with the right advice, to hire and grow the future success of your company.

At Recruitment 99 our staff are passionate and dedicated with the commitment and determination to ensure candidates and clients receive the same great service. With experience in various industries, we understand the skills needed to excel in a broad range of roles and businesses. Candidates are assessed so clients can be confident that potential interviewees are a good fit with organisational values and with the experience or ambition needed. We’re conveniently placed to help a wide range of clients and attract a broad scope of candidates. Each one of our recruitment consultants is committed to finding and building optimum working relationships between firms and candidates, so contact us to find out more about how we can help.