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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Breaking News
Today's Recruiting News Headlines
Featured Recruiting Jobs
Weekly
Article:
9
Considerations for Writing a Print Ad!
Special Trials and Discounts
Recruiting
Polls and Trends
Layoffs and Downsizing
Report
Recruiting Essential Bookmarks
Upcoming Conferences
Site Of The Week:
GoBackgrounds.com
Final Note - On The Lighter Side
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Newsletter Sponsors
1.
RecruitingJobs.com -
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A Note From The Editor
Today, the results of a
recent nationwide survey of hiring managers from 1500
organizations revealed an increase of $920 in recruiting
costs for every $40,000 in new employee compensation.
According to the 2003 Recruiting Metrics and Performance
Benchmark Report, 46% of the organizations participating
in the survey said they measure hiring manager
satisfaction. The satisfaction of hiring managers is a
crucial benchmark for organizations to use when
measuring their effectiveness in recruiting talent to
their organization. The report also found that in 2003
organizations were less efficient in their hiring.
"A decline in recruiting efficiency was found across
all regions," said Nick Burkholder, president of
Staffing.org.
Complete Story >>
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Breaking News
- New Section
ERExpo 2004 West
March 14-16, 2004
San Diego, CA
ER Expo 2004 West in San
Diego will explore a broad range of hiring and workforce
management issues, including employer branding, metrics,
diversity, technology, and customer service. Breakout
sessions will deliver even deeper into select issues
like healthcare recruiting and volume hiring.
More info >>
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Today's Recruiting News Headlines
View HR/employment
news
headlines or our Recruiting
Newswire.
Please send us with your
press releases, news items, personnel changes, etc. Click
here for submission instructions.
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Featured Recruiting
Jobs
This section highlights
several recruiting related positions recently posted on
Recruiting Jobs. To view all jobs or to register
for a career agent
click here.
Looking to hire
recruiting professionals? Post a 60 day job
posting ad on RecruitingJobs.com for $225 and be
featured in Recruiting News.
Register
to post >>
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Weekly Article
9
Considerations for Writing a Print Ad!
By Davis
Advertising
1. Be a Salesperson
Help wanted is no different from any other form of
advertising. People have just one question they want
answered…”what’s in it for me?” That’s why it is
important to know your Employee Value Proposition. In
other words, you need to know the most attractive things
you offer potential employees in exchange for their
talent. The attraction may change from position to
position. Remember that your Classified ad is placed in
a cluttered environment. You need to say the things that
will “sell” the candidate on choosing to contact your
company instead of the many other companies that
surround your ad.
 2.
Be On-Target
Talk to the audience in their language. The same copy
that would attract a registered nurse would never catch
the interest of an IT professional. In either case, they
are looking for a company that understands them and can
speak their language. This same thinking should go into
the job title. Use a title that the candidates would
recognize. For example, if internally you have a
position titled Account Coordinator to work in customer
service, you might choose Customer Service as the title.
Sure it’s not your internal title, but it attracts the
proper candidate. At the very least explain the title
with a subhead. So your Account Coordinator could have a
subhead that says, “Are you customer service focused?”
3. Be There
Sometimes deciding upon the proper placement of your
ad within classified is a difficult decision. Yet it
could be the most important factor in determining if the
audience sees your ad. In making this decision, you have
to think like the candidate. For example, you’re running
an ad for an Account Manager for sales, your audience
will be looking under “S” for sales, not “A” for
account. A Loan Officer would look under “B” for banking
rather than “L” for loan.
4. Be Interesting
You have to walk a fine line here. You might have a
considerable amount of information to convey to job
seekers. But you need to narrow the field of information
so that your ad does not become a laundry list of
boredom. You need to try, as much as possible, to make
it interesting reading. How do you do that? Read #4 and
#5 below.
5. Be Conversational
One sure-fire way to encourage a great percentage of
people to read your ad is to make the language
conversational. So many ads read like job descriptions.
It is more beneficial if you cut out the stiff language
like "the candidate will" and other non-attractive
phrases. Make it seem like you're talking directly to
the reader by using pronouns like "you." That not only
sounds like you're talking to the reader, but it is also
easier to read and lets the candidate mentally put
themselves into the position.
6. Be Action-Oriented
Action verbs sell. So using words like “accelerate,
accomplish or achieve” help to drive people from
"interest" to "action" as they read your ad. So many
times you’ll see an ad with flat verbs like "this is a
great opportunity." An aura of excitement is created
simply adding an action verb as in "seize this
opportunity."
7. Be Organized
It helps the reader to better understand your message
if the ad copy has a logical flow. It’s best to start
with the information that will hook the reader…the
Employee Value Proposition (see #1 above). Then, hold
their interest by giving some of the highlights of the
job description. By this time, if the candidate is
interested in the position they will be glad to go
through the somewhat drier information…the job
requirements. So make that toward the end of the ad.
Frankly, we’re sure you’ll agree that based upon their
resume submissions few candidates pay any attention to
the requirements anyway.
8. Be Concise
Make your point quickly or candidates will move on to
the next ad. Enough said.
9. Be Accessible
Make it as easy as possible to apply to your ad. This
is more important than you might think. The decision to
send a resume or application may depend upon the
convenience of making the contact. If you have an
applicant tracking system, you may be constrained by
asking for online responses only. If not, we encourage
you to consider phone calls, faxes and snail mail as
options. Generally, as the difficulty of filling the
position increases, you should offer more response
mechanisms. This is also true if you are under deadline
pressure to fill the position.
About the Author
Davis Advertising is a
full service recruitment advertising agency. More
information at
www.davisadv.com.
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Special Trials And Discounts
Below is a partial list of trials and discounts that companies
have extended to our readers.
Click here for full list. If your company is interested in
offering a promotion/discount, please contact
us.
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4.
RecruitingJobs.com -
Save 25% on first posting.
Looking to hire
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posting ad on RecruitingJobs.com for $225. (Save $25% off
first posting...mention discount when registering)
Register
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Recruiting Polls and Trends
Trend
Watch:
There is near parity across global regions in corporate
Careers website recruiting by the Global 500.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
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Layoffs and Downsizing
Report
Recruiters Network has added
a layoff and downsizing report section to its
newsletter. This section can be a great leads source for
candidates.
More information on how to use this section here.
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Recruiting Essential Bookmarks
EEOC
Laws, Regulations and Policy Guidance
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Upcoming Seminars &
Conferences
Click here for schedules for upcoming
conferences and
seminars.
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Site Of The Week
GoBackgrounds.com
No contracts. No activation fees. No monthly fees. No
hidden fees. Just fast, affordable and effective
background checks on-line reviewed by licensed
investigators.
Enter your company
information and Promotion Code: local04 to lock
in your 2004 discount pricing.
Register for an account >>
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Final Note - On The
Lighter Side
"You have a part-time job and that's
better than no job at all."
~ Dan Quayle
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