How to Advertise a Vacancy to Get Results

There are several perspectives on how to advertise a vacancy and here is RIPPLE Recruitment’s tried-and-tested methodology. 

It is essential to understand that an advertisement’s reach is on a sharp negative slope which means that your entire target market is reached with the first publication, but every one thereafter only reaches those who are new to the marketplace, so get it right, the first time.  Ensure it reflects your Employee and Commercial Brands and that it will reach your target market and cut through the noise of other similar opportunities.  The content needs to be inclusive to provide a diverse talent pool and replace gender/age-coded words and jargon with simple alternatives.  Finally, avoid being wordy because you risk boring and losing your audience. 

Content tips: 
1. Title – this should speak to the applicant immediately; creative titles can confuse and cause talent to dismiss it. 
2. Brief – should start with an introduction to the company, culture, and the location of the role and describe the position and expectations of the role. 
3.  Responsibilities and Activities – should be identified including reporting channels.  This will help the applicant determine their suitability and fit. 
4. Hard and Soft Skills – should be the essential skills required not the “nice-to-haves”.  Hard skills include academic achievements and certifications and previous job experience.  Soft skills refer to personality traits such as strong verbal communication. 
5.  Career – advancement opportunities should be published.  Research shows that 60% of candidates accept positions based on the career path offered. 
6.  Remuneration and Benefits – should be published despite popular belief. 
7.  Call to Action – by telling the applicant how to respond to the advertisement. 

If you would like assistance the RIPPLE team welcomes you to reach out to us at team@ripple.net.nz