Jobinablog

Struggling writing Job Adverts? Here are 20+ teaser tips to help you.

A common problem with many (if not most) job adverts online and offline is that they persist in using the bulk of job specifications to write the adverts. They don't try and excite the reader ( the potential job seeker), so consequently they often don't get the desired result. So you need to put some more 'punchy' job teasers into the adverts that start to attract their interest. Here are 20+ job teasers that you can use to attract the interest of the reader:

• Tired of the same old grind? Here's a chance to shake things up and push yourself to achieve your full potential.
• Bring your skills and passion and join our team.
• Do you possess a high attention to detail with a 'zero tolerance' approach to errors? If you answered yes, we are looking to give you an opportunity to be on the leading edge.
• Launch your career and join the company voted "Best Company to Work For" by The Sunday Times. (Obviously you would need to use an appropriate 'award').
• Interested in joining a dynamic team environment that is constantly seeking innovative approaches and solutions?

5 things you must know when sourcing staff directly

Alot of my focus on my blog posts are based on direct recruiting strategies and how to use them effectively. I thought today I would add to this subject, with five tips on making sure that you are using your time effectively to source staff directly.

1. Know the right time to source people. Human nature suggests some times of the day are better than others for you personally, but bear in mind your 'targets'. There are times that simply don't make sense because people are likely to be otherwise engaged- in meetings for example. Think about when you are less busy during the day at your company and it will likely apply to other companies.
2. Know the skills you want to recruit. Simple I know, but if you don't know what you are looking for, then how can you possibly find people with those skills.
3. Know where to go to get what you want. Planning and homework required to understand where your target recruits will be. It may well be straight to job board databases, it might be business directories or online networks like LinkedIn, but make sure you plan - it will save alot of wasted time!
4. Competitors. Do not hire a competitor's employees if your intention is to put them out of business. Do hire a competitors employees if your intention is to gain good employees.
5. Think outside of the box. Think laterally where information on your recruitment targets may be. A few examples are: CV Databases online, your own database, business networks, social networks (online), all those business cards in your draw, the file that has all those letters selling you products and services (great for business development leads!), your sales and marketing teams (they have a wealth of names) and of course Google! There are many more sources - you just need to be creative.

These will help you start to develop your direct sourcing strategy a bit further, but feel free to email me if you want some further advice.

Recruiting staff in a SME

Recruiting staff at SME's can be problematic at best, as owner/managers do have a slightly different approach to hiring their staff. I thought that an article I wrote last week elsewhere was very relevant for the subject matter of this blog. I was looking at how recruitment can be improved within SME's.

Here are some of my thoughts on how SME's should go about recruiting staff in an practical and cost effective way. The first steps to do are: