Business is busy and as a Manager or Owner you’re in a constant state of juggling while wearing the many hats of responsibility.
Then you have one of your key staff resign.
Your immediate thoughts go to “I don’t have time for this”!!
So you go to your files – grab a copy of the last advertisement – make 1 or 2 quick changes – then wack it up on SEEK and watch your inbox fill up with applications.
STOP !!! Rewind and let’s go back and ask a couple of simple and important questions. After all, you’re running a business and staff cost you money.
- Once that particular staff member has gone, what REALLY needs to be done to support the business functions?
- What background experience, knowledge and qualifications will this person need to have?
- What do I need to pay to get the right person?
Chances are that over the past couple of years, things have changed in your business and the market. This is an “Opportunity” for you take the next step in moving forward.
Now advertising a vacancy is no different in principle to a marketing advertisement – it is a form of communication used to encourage or persuade an audience to take some action.
Your advertisement needs to grab the ATTENTION of quality candidates then raise their INTEREST in the role – they need to be able to see themselves in the role and the benefits to them in working for YOUR business – and finally lead them to ACTION – you want them to apply.
Quality candidates rather than quantity is the response you need from your advertisement – after all there is only one position to fill and you have better things to do with your time than screen 100 resumes.
To do this effectively, YOU need to be CLEAR as to what the role really is, what type of person you are looking for and what stands out about your business – then reflect this in the advertisement.
Perceived “benefits” obviously vary for each individual and it is not always the salary that is the deciding factor. Your role may offer part-time hours or flexible working arrangements. The location could be close to home for someone and save commuting and parking costs. The size of your business and strong team culture may be attractive. This could be a step up for someone who feels that there is no room for growth in their current position.
So put yourself in the candidate’s shoes and don’t be afraid to SELL the role and your business. The perfect candidate may be working with one of your competitors and ready to make the move!!
Now that you have identified what you actually need someone to do as well as the skills, experience and qualifications they need and you have an advertisement that is attracting a quality pool of applications – you will be able to recognize awesome candidates with confidence.
Taking the time to review your business needs and the role as well as writing a quality advertisement will save you time during the screening process – and we know time is money – as well as ensure that you employ someone who is the right fit for your business.
For assistance to source great staff without outrageous fees, please contact me to see how Acworth Recruitment’s “Finder’s Model” can be tailored to your individual needs. We provide a genuine professional outsource option – outsource any part of the process and only pay for the support you need – no job is too small.
