Attracting suitable candidates

A job advertisement should provide key information about the organisation, the key purpose of the post together with the main requirements.

It is important to ensure the content is accurate and not misleading and therefore it should be based on the job description and person specification.

It should be written in a positive manner to promote the organisation to anyone who reads it.

Unsuitable candidates waste their time and yours. To avoid this, the advertisement should include specific information regarding the skills and qualities required.

It should clearly distinguish between those which are essential and those which are desirable.

Job adverts should also include:

How to apply for the post
Closing date for entries

Equal opportunities

Care should also be taken that the information contained in the advertisement is not discriminatory.

The advertisement should be written within the context of the Equal Opportunities Policy and should include a statement to that effect.

Where the role being advertised is exempt under the Rehabilitation of Offenders Act, a statement to this effect should be made. Equally where a CRB check is required, this should be made clear in the advertisement.

Where to advertise

Use advertising media that are appropriate to the post and the labour market conditions. On-line advertising can be quicker and cheaper than advertising in the newspaper. Most of the traditional publications offer an on-line alternative for job advertising.

Your media decisions should be made with equality of opportunity as well as budget in mind, so care should be taken not to indirectly discriminate by advertising in publications where certain groups of individuals may not have access, or that they are less likely to be aware of.

Besides on-line and newspaper advertising, don’t overlook advertising the post at the Jobcentre plus. Dependent on the skills and experience required, you might find a source of free advertising from outplacement consultants. Your local CVS may have the facility to advertise your post at low / no cost too.

It is good practice to advertise the position internally, placing the job advertisement on a vacancies noticeboard, in the organisation's magazine or newsletter and through internal communications systems such as e-mail. Consideration must be given to communicating job opportunities with staff who are away from the organisation, i.e. parental leave, long term sickness, secondment.

Recruitment agencies are a further source of applicants and the advantage of this method is that there is usually no cost if the position cannot be satisfactorily filled. This may be cost effective where the skills sought are rare.