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ERNIE, please use the form on the
linked page. The first step in developing a job ad is to gather all of the inputs
from hiring managers and HR functionaries. In a reasonably large firm,
there will be a standard job description. This is a particularly useful
piece of paper. A close and careful reading of the company job description
is the best example of what your final output should not look like.
After all of the source data and materials have been collected, the
very best thing to do next is write a description of the kind of person
who would fill the job well. This "audience description" should describe
the ideal candidate demographically, in terms of a range of interests
(from reading materials, television programs and musical tastes to hobbies
and recreational interests). After all, if you don't know who your
intended audience is, how can you write a message to them.
The underlying message of any job ad is "this opportunity will feel
good to you in the way that you like to feel good. From the audience
description you've just prepared, extract the key points on which you want
to connect. Is it the company culture? The challenge in the department?
The stability of employment? The autonomy offered the employee? Whatever
the key items are, pull them out, express them in three or four word
phrases and prioritize them.
A good ad is relatively short and compelling. More than five key
messages will cause confusion in the ad itself.
What can SonicRecruit
do for you?
Find the Right Candidate, Right Now.
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