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By Max Messmer from Human Resources Kit For Dummies, 3rd Edition
Writing a good job posting is a critical step in the hiring process, but the task is often more difficult than many
people think. Obviously, you wont have candidates beating down your door to apply for a position you want to fill
if they dont know about it. You have to get the word out in the form of a job posting.
Youre not trying to win a literary prize, but you are trying to attract job candidates and the right candidates at
that. Keep in mind the following two considerations in writing a job posting:
Help your firm stand out. When youre recruiting, youre also putting out the word that your company is
a great place to work. In effect, youre advertising a product your company. Every aspect of your posting
must result in a favorable impression of your organization.
Focus on quality, not quantity. Your goal is not only to generate responses from qualified applicants
but also to eliminate candidates who are clearly unqualified. Youre better off getting only 5 responses, each
from someone who clearly deserves an interview, than 100 responses from people youd never dream of
hiring.
Your next step is to actually write the posting. If youve done a good job of preparing the job description, then
youve very nearly accomplished this task. In fact, you should think of the posting as a brief synopsis of the job
description, albeit with a little flair added to get your job noticed. Here are some elements youll want to include:
Job information: A line or two about the general duties and responsibilities of the job.
Company information: Always include a few words describing what your company does.
Qualifications and hiring criteria: Specify the level of education and experience and relevant attributes
and skills (per your success drivers or competency model) required to do the job.
Response method: Let applicants know the best way to get in touch with you. Also, let them know
certain ground rules, such as whether you prefer to receive online responses as an attachment or embedded
in the e-mail itself.
Though most companies have moved almost exclusively to electronic response methods, firms must still
provide a mailing address or toll-free phone number to meet Americans with Disabilities Act requirements
specifically geared toward applying for jobs.
You want to convey some sense of your workplace environment and values with a few phrases (for
example, fast-paced, ethical, or client-centered).
Use the active voice and action words throughout the posting. Make it move, not just sit passively on the
screen or page.
Create a buzz, a sense of enthusiasm; pique applicants interest. An uninspired posting will almost
certainly draw uninspired candidates.
When crafting a job posting for an online job board, try to write it in a way that results in a higher ranking on
popular job boards; this is called search engine optimization (SEO). You want your posting to appear near the top
of the job boards search results, and SEO allows you to improve your postings visibility.
SEO is becoming more important with the growing number of job-board aggregators that are emerging.
Set priorities
An effective job description consists of more than simply a laundry list of the duties that the job entails. It reflects a
sense of priorities. In other words, it identifies those duties that are primary or essential, and if secondary or
marginal duties are listed, it differentiates between the two.
Aside from establishing the priority of job duties from a business needs perspective, this distinction can be legally
significant. The Americans with Disabilities Act (and many analogous state laws) protects disabled employees
who are able to perform essential (which has a special legal definition) job duties, with or without a reasonable
accommodation.
Courts and agencies like the Equal Employment Opportunity Commission (EEOC) investigating a charge of
disability discrimination will consider which duties the employer treated as primary or essential in determining
whether theyre essential within the meaning of the statute. Although the employers characterization of a duty
as essential is not conclusive, it is evidence of which duties are most important.
Be specific
You dont need to be William Shakespeare to write a solid job description, but you definitely need to appreciate
the nuances of the language. Use clear and concise language and, when possible, words with a single meaning.
And you want to make sure that the words you choose actually spell out what the job entails.
Good communication skills, for example is too general; more specific would be: Ability to communicate
technical information to nontechnical audiences.
To highlight the essential functions of a position in the event the company needs to accommodate an
individual with a covered disability under federal or state law
To differentiate between jobs that are exempt versus nonexempt from legal overtime and other
requirements
To ensure that your job descriptions are written in a way that carries out your reasons for having them, you may
want to consult a lawyer before finalizing and using them.
A well-thought-out job description
Ensures that candidates have a clear idea of what the position requires if theyre hired and what
performance success looks like
Think of the job description as your blueprint. Do a good job of constructing it, and all the subsequent pieces of
the hiring process will more easily fall into place.
The reporting structure for the position, both up and/or down, as applicable. For example, the title of the
person(s) to whom the position reports and any position(s) and/or numbers of employees over whom this
position has supervisory responsibility.
A brief summary (one to three sentences) of the position and its overarching responsibility, function, or
role within the organization and how it interrelates to other functions within the organization.
A list of the positions essential or key job duties. You also could include a list of the less important or
marginal job duties identified as such, the estimated time to be spent on each duty (which should total to 100
percent), and the frequency of performing each (daily, weekly, periodically).
A qualifying statement that the list of job duties is not exhaustive and may be revised from time to time as
per business needs.
The qualifications for the position (meaning, the specific knowledge, skills, employment, or other
experiences, training, language, or aptitudes required for the job).
The educational requirements for the job, if any, such as degrees and licensing.
If appropriate, a statement of the physical demands of the position (for example, lifting or mobility
requirements).
A statement that the position also includes such other duties as assigned to protect your companys
ability to add duties as needed.
Think like a tour guide. Point out subtle features, such as how coworkers prefer to communicate
(whether through scheduled meetings, voicemail, e-mail, and so on); how the staff has fun together (for
example, monthly birthday celebrations); and how employees respond to one anothers problems and crises
(perhaps a team will drop everything to pitch in when someone needs help).
By sharing this type of information, you speak volumes about shared values.
Let the new hire be a shadow. During the first week, focus less on having the new employee do his or
her job and more on letting the individual find out what others do. The most effective approach is to have the
new hire shadow several coworkers for a few hours or a day. They meet a lot of people, learn about work
flows, and gain an understanding of each person or departments function.
Involve long-time employees as mentors. If youre unable to escort the newcomer through the first
week or two on the job, ask one or two veteran employees to be mentors. Their role will be to help the new
arrival settle in and become acquainted with your companys people and processes. In addition, the mentor
will be the designated go-to person when the new employee has questions or problems.
Do a daily meeting. For the first few days, meet with the employee for half an hour before going home.
Encourage him or her to share impressions and ask questions.
Receptionist / Administrator
Dandenong
http://www.businessballs.com/jobadvertswriting.htm
job adverts
capital-letters (upper-case)
If you use a designer to create and produce artwork for your job advert I
urge you to control their creative instincts - a job advert is advertising a
job, it is not a CD cover or a bottle of shampoo.
Here's a reminder of the essential writing tips for advertising and for
clarity of business communications, in the context of writing and designing
effective job or recruitment advertisements:
Use one simple headline, and make the job advert headline relevant and
clear. Normally the logical headline is the job title itself - this is after all
what people will be looking for.
If the job title does not implicitly describe the job function, then use a
strapline to do so. Better still, if you find yourself writing a job advert for a
truly obscure job title which in no way conveys what the job function is,
then consider changing the job title.
An effective alternative main headline - especially for strategic roles with a
lot of freedom - is to describe (very succinctly - and in an inspirational
manner) the main purpose of the role, which can then be used with the job
title and organization's name serving as secondary headings.
If the organization is known and has a good reputation among the targeted
readers then show the organization or brand name prominently, as a
strapline or main heading with the job title, or incorporated in the job
advert frame design, or in one of the corners of the space, in proper logostyle format.
N.B. Some organizations prefer not to tell the whole world that they are
recruiting, in which case, if this is your policy, obviously do not feature
your organization's name in the job advert. On which point - if you use a
recruitment consultancy, examine the extent to which your job advert is
promoting the recruitment agency's name, and if you think they are overegging things perhaps suggest they contribute to the cost of the advert, or
reduce the size of their corporate branding on your advert.
Make the advert easy to read. Use simple language, avoid complicated
words unless absolutely necessary (for example if recruiting for Head of
Rocket Science), and keep enough space around the text to attract
attention to it. Less is more. Giving text some space is a very powerful way
of attracting the eye, and also a way of ensuring you write efficiently.
Efficient writing enables efficient reading.
Use language that your reader uses. If you want clues as to what this
might be imagine the newspaper they read, and limit your vocabulary to
that found in the newspaper.
Use short sentences. More than fifteen words in a sentence reduces the
clarity of the meaning. After drafting your communication, seek out
commas and 'and's, and replace with full-stops.
Use bullet points and short bite-sized paragraphs. A lot of words in one big
paragraph is very off-putting to the reader and will probably not be read.
Use simple type-styles: Arial, Tahoma, Times, etc, or your house-style
equivalents or variations. Serif fonts (like Times) are more traditional and
more readable. Sans serif (like Arial and Tahoma) are more modernlooking, but are less easy to read especially for a lot of text. It's your
choice.
Use 12-20ish point-size for headings and subheadings. Try to avoid uppercase (capitals) even in headings - it's very much slower to read. Increase
prominence by use of a larger point-size, and to an extent emboldening,
not by using capitals. CAPITALS HAVE NO WORDSHAPES - SEE WHAT I
MEAN?)
Use ten, eleven or twelve point-size for the main text; smaller or larger are
actually more difficult to read and therefore less likely to be read.
Definitely avoid upper-case (capitals) in the 'body copy' (main text).
For the same reason avoid italics, shadows, light colours reversed out of
dark, weird and wonderful colours. None of these improve readability, they
all reduce it. Use simple black (or dark coloured) text on a white (or light
coloured) background for maximum readability.
Get the reader involved. Refer to the reader as you and use the second
person (you, your and yours etc) in the description of the requirements
and expectations of the candidate and the job role. This helps people to
visualise themselves in the role. It involves them.
Try to incorporate something new, innovative, exciting, challenging people are attracted to new things - either in the company or the role.
Stress what is unique. You must try to emphasise what makes your job and
organization special. People want to work for special employers and are
generally not motivated to seek work with boring, run-of-the-mill, ordinary,
unadventurous organizations.
Job advert statements and descriptions must be credible. Employers or
jobs that sound too good to be true will only attract the gullible and the
dreamers.
Remember AIDA: The Attention part is the banner or headline that makes
an impressive benefit promise. Interest builds information in an
interesting way, usually meaning that this must relate closely to the way
that the reader thinks about the issues concerned. Since job
advertisements aim to produce a response you must then create Desire,
which relates job appeal and rewards to the reader so that they will aspire
to them and want them. Finally you must prompt an Action, which may be
to call a telephone number or to send CV, or to download an application
form from a website address. Your job advert should follow this step by
step format to be effective.
Your main heading, strapline and main message must be prominent. Do
not be tempted to devote 75% of the space to a diagram of your latest
technology or photograph of your new manufacturing plant in Neasden.
Headlines do not have to be at the top of the frame - your eye is naturally
drawn to a point between two-thirds and three-quarters up in the framed
area, which means you have room above the headline for some subtle
branding, or - heaven forfend - for some blank space.
The best position for adverts on a job page is 'right thumbnail'. That is, top
right corner. Right-side sheet is better than the left because your eye is
naturally drawn right on turning over the page, which reveals the left-side
sheet last. Top-right corner is the first part of a double page spread to be
revealed. Top of page is better than bottom - obviously - we read from top
down, not the other way around.
Resist the temptation to buy a half-page or a full page (unless the page
size is very small) - you do not need it. A quarter of a page is adequate
and optimal in most publications, indeed arguably even unnecessarily
large in broadsheet newspapers.
People assume that big adverts produce a big response - they don't unless
they are good. A good moderately sized advert will produce just as good a
response as a good massive advert. Added to which you can run more
insertions of sensibly sized adverts than big ones.
job title
employer or recruitment
agency/consultancy
succinct description of
business/organization/division
activity and market position and
aims
website address
corporate branding
Before you write your job ad, complete a job analysis and description. This information will
help you write an ad that will attract candidates to your company. The best way to avoid
wasting time on interviews with people who do not meet your needs is to write an ad that will
lure qualified candidates and discourages others. Consider this example:
Interior designer seeks inside/outside salesperson. Flooring, drapes (extensive measuring),
furniture, etc. In-home consultations. Excellent salary and commission. PREVIOUS
EXPERIENCE NECESSARY. San Francisco Bay Area. Send resume to G. Green at P.O. Box
5409, San Francisco, CA 90842.
This job description is designed to attract a flexible salesperson and eliminate those who lack
the confidence to work on commission. The advertiser asks for expertise in "extensive
measure," the skill she has had the most difficulty finding. The job location should be
included to weed out applicants who don't live in the area or aren't willing to commute.
Finally, the capitalized "PREVIOUS EXPERIENCE NECESSARY" underscores that she will
hire only candidates with previous experience.
To write a similarly targeted ad for your business, look at your job specifications and pull out
the top four or five skills that are most essential to the job. Don't, however, list requirements,
other than educational and experience-related ones in the ad. Nor should you request specific
personality traits (outgoing, detail-oriented) since people are likely to come in and imitate
those characteristics when they don't really possess them. Instead, focus on telling the
applicants about the excitement and challenge of the job, the salary, what they will get out of
it and what it will be like working for you.
Finally, specify how employees should contact you. Depending on the type of job
(professional or nonskilled), you may want to have the person mail, fax or e-mail a cover
letter and resume, or simply call to set up an appointment to come in and fill out an
application.
Excerpted from Start Your Own Business.
http://vitamintalent.com/vitabites/six-steps-to-writing-a-great-job-posting#
Think of a job posting as you would an online dating profileyou need to make a good first
impression if youre going to get good results.
Just as in dating profiles, using tired clichs (think long walks on the beach), is not going to
get you the best candidates out therethe ones that can grow your business and add value to
your team. You need some copy writing firepower.
So here are six tips to help you position your job opening as an exciting opportunity and help
you locate that elusive Mr. or Ms. Right. (For the position that is...)
1. Use a job title thats both searchable and relevant to a broad audience. Perhaps your
company doesnt use the same job titles as everyone else in the industry. What some groups
4. Make sure your requirements are clear. Share the requirements for your role, as well as
whether they are must haves or nice-to-haves. This list should mirror the performance you
expect from the candidate you hire and guide your feedback throughout the project. If you
make it clear that experience in an industry is a must, but experience with a particular
technology is a nice-to-have, you will improve the chances of getting the right candidates to
apply.
Ability to deliver 80+ of creative projects per month, on time, under budget,
with incredible attention to detail
MUST have 3+ years of experience in healthcare industry
HTML5 coding experience is a PLUS
5. Tell candidates what you need to see from them. You may think this is overkill, but if you
want to set candidates up for success, its the best way to communicate what the boss (the
hiring manager) is looking for in a portfolio or resume. Doing this will save everyone a lot of
time, believe me. Think carefully about candidates who dont comply with your request. Their
choice to ignore (or miss) steps in your application process often shows how theyll perform
on the job.
6. Ask candidates to do more than push a button.Request a blurb about why candidates
think theyre the best fit for the position. Or come up with a relevant question that candidates
can answer as part of their submission. Doing so will uncover additional details that may not
be communicated through the standard resume or cover letter, and will give you another
chance to gauge communication ability and style. You can also find out which candidates are
truly interested in the position and which may be applying to openings in bulk.
Give an example of a time youve tackled a difficult design challenge. How did
you approach it and what was the outcome?
What are some nuances between email marketing to the B2B and B2C
audiences?
And those are just a few ways you can improve the experience for job seekers and improve
the results of your postings, too.
Its a win-win, and even better, its all stuff you know lots about: Y-O-U! Being super clear
about what you really want your ideal candidate to have and to do as part of your team will
ensure you get the right personand that the person you bring on will be set up for success
before you even interview them.
http://www.careerfaqs.com.au/careers/job-hunting-tips/how-to-write-a-successful-job-ad/
How to write a successful job ad
Writing an effective job advertisement is the best way to woo the right applicants and will help you sort the wheat
from the chaff. You need to present your company in the best light, as well as accurately describe the position and
its role within the company. The more specific you are in your criteria, the more effectively you will target the right
applicant and see if theyve bothered to read the fine print.
Putting together an effective job ad is simple if you stick to some basic guidelines.
Job title
Make sure you include the professional job title at the top of the ad. Potential applicants will search for certain
keywords in relation to the position, so its a make-or-break manoeuvre. Make it simple, honest and to-the-point.
You may choose to add extra information if it makes the job title more specific for example, Project Manager
Financial Services is more informative than simply Project Manager.
The company
After knowing what the job is, the applicant wants to know exactly who they will be working for. Show how
desirable your company is, the opportunities it presents and why a talented worker should uproot from a current
job to come and work for you. You could include some points about the organisations position in the industry, the
central location of the office and opportunities to travel or be promoted within the company.
Job description
Now you need to tell your future employees exactly what the job entails. Top performers respond to challenges
more than money, so you want to make the job sound rewarding and stimulating. Tell potential applicants what
they will be responsible for; give an outline of their day-to-day tasks and who they will be answering to. This will
give job seekers an idea of the expectations for the role. Also mention when the position will commence and
whether its full-time, part-time or contractual.
Salary package
The salary question has to be broached at some point. Most people scanning a page of ads gauge their suitability
for the role on the wage. If a media manager who is on
$40 000 sees a job ad for a media manager on $200 000, they may think its out of their depth. You should also
list any extra perks that will set you apart from the competitors. A fantastic location or unusual perks of the job,
commission, supportive worklife balance policies or flexible work hours can be effective selling points.
Alternatively, you could write salary package to be negotiated if the level of the job is evident.
Layout
A simple job ad is an effective one. Ads that are plainly written and clearly formatted are easier to read and will
enable job seekers to quickly assess their suitability for the job. Bullet points work well.
Steer clear of complicated job descriptions, fancy designs, funky language or anything out of the ordinary.
Someone reading a job ad with lots of fancy, yet confusing jargon will wonder straight away what the catch is.
How to apply
Make sure the method of application is clear. Most advertisements have a contact email and number with the
name of the person applicants can direct their enquiries to. Dont forget to put a closing date on applications!
Dont discriminate
A recent survey by Kelly Services found almost half of business professionals would be in breach of antidiscrimination laws when writing a job ad. Putting together a job ad that doesnt discriminate is actually harder
than it sounds firstly because there are so many groups you can discriminate against, and also because laws
vary across states.
In general, all jobs must be open to all people on the basis of merit, and only merit. That means the job ad cant
discriminate against age, gender, sexual orientation, disability, transgender status, industrial activity, marital
status, family responsibilities, breastfeeding, physical features, political belief or activity, pregnancy, race, or
religious belief or activity.
http://resources.workable.com/store-manager-job-description
Store manager job description
Job brief
We are looking for a results driven store manager to be responsible for the overall store
management. The successful candidate will be able to enhance customer satisfaction, meet
sales and profitability goals and manage staff effectively.
Responsibilities
Deal with all issues that arise from staff or customers (complaints,
grievances etc)
Be a shining example of well behaviour and high performance
Requirements
--------------------
http://www.manager-tools.com/2011/02/write-a-job-advertisement-part-1
de ascultat !!!!!!!!!!!!
http://www.exforsys.com/career-center/career-tracks/duties-and-responsibilitiesrelated-to-being-a-retail-store-manager.html
higher up individuals on the corporate level. Since the retail store manager is on the premises
on a daily basis, they are the best individuals to let the corporate office know how that
particular store is doing. This relates not only to sales but to employer-employee relations as
well. This individual is also the one who handles occupational safety and employee relations
within the store and relates any issues back to the head office.
Lastly, the retail store manager is the person at a particular retail store who may handle
advertising and promotional displays. The retail store manager is one who must make their
individual store shine when it comes to presenting various promotions in a favorable and
enticing manner. Although they may not be responsible for drafting the advertising materials,
they should be knowledgeable in how to display the information so that it has the maximum
amount of potential possible.
Conclusion
These are just some of the many duties and responsibilities which retail store managers must
undertake on a daily basis. By understanding these roles one may be better able to tell if the
position of retail store manager is right for them.
To be considered for this role you must be a proven store manager within the premium market, be proficient in
operations as well as people management and, above all, be customer centric. You will be responsible for the full
management of the store including networking and hosting store events so it is essential you are able to build
strong relationships both internally and externally.
Due to the high volume of CVs we receive we are only able to contact successful candidates
Poole, Dorset
11 applications
Reference: 24917683
Youll be leading from the front, managing a small team of between 4 - 6 members
of staff
Managerial experience within a retail or field sales position, ideally in a hard goods
environment
Youll have practical experience / knowledge of some or all of our product range
You will be committed to learning and developing yourself and your team
Your personal skills will include accuracy and numeracy as well as basic computer
literacy
Youll possess the desire to succeed both individually and as leader of the team
What youll get in return for your commitment:
Staff discount
Store Manager
Northampton, Northamptonshire
7 applications
Reference: 25302745
Job Opportunity
The career you WANT:
You will play a key role in driving sales in Consumer Electronics, Wireless and Bell Residential Services while
working towards being the customers consumer electronics and communications store of choice. You will be
responsible for the overall operational management of a retail store unit. The objective is to maximize sales and
profits through the effective management of people, inventory, expense control and fixed assets. As a member of
the Sales & Operations team, you will be a strong Brand Ambassador with an opportunity to join an organization
that has over 40 years of excellence as a Canadian electronics retailer with more than 700 locations nationwide
and growingCOME GROW WITH US!
Who we WANT:
An energetic and enthusiastic individual who can communicate effectively and enjoys interacting with
new people ever day
A leader who is driven to succeed and fosters growth, learning and advancement
A strong individual who can lead by example through maintaining a high level of personal sales
You have a minimum of 1 year experience in a sales environment and/or customer service environment,
preferably in telecommunications with demonstrated leadership and management skills