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Recruiting: Advertising

You can advertise your opportunity for free on our student jobs portal, myAdvantage. 

In line with our Advertising Policy we are not able to approve an employer registration if the employer is a private individual account.

Please ensure you have read our Advertising Policyand that your advert is compliant with this. The policy includes that students should be paid at UK National Minimum Wage or above (or the National Living Wage for student aged 25+). We will not advertise roles directly employed in a private home by the home owner or tenant.

Remote working opportunities can be advertised provided they treat students equally to other staff in areas including health, safety and welfare and include a clear indication in the title and advert details that the role will work remotely. When designing and recruiting to a remote working role we advise employers to consider our guidance.

Once submitted all adverts are checked against this policy.

You can use the vacancy template to draft your opportunity - the notes below may also be helpful.

You can publish your advert for free.

Historically we have seen a pattern of vacancies being most viewed during the months of October-November, followed by February-April, with the least amount of views during December, July and August.

Essential Information: Warwick’s student jobs portal , myAdvantage, asks for the following basic information:

  • Appropriate/relevant job title for the role
  • Remuneration (specifying pay and expenses separately) and benefits
  • Proposed start date and duration
  • Hours and working pattern (Please consider European Working Time regulations)
  • Location and website address
  • Attention-grabbing in terms of the role and who you are as an organisation (this will be seen when students are viewing search results).
  • Closing date
  • Admin contact details (from your organisation's list of contacts on myAdvantage)
  • Visible contact details (from your organisation's list of contacts on myAdvantage)

Job Description:

  • It is likely that you will have written this first, based on your business needs now and in the future
  • Include the purpose of the role, any information about strategic fit, and key or illustrative duties and responsibilities
  • Reporting arrangements and team
  • State if a DBS check will be required, who will be paying for this and any associated costs. You are also required to tell the applicant where they can seek independent advice about DBS checks

    Person Specification:

    • At an appropriate/realistic level for the job description and the student cohort
    • Include appropriate/realistic qualifications, skills, experience, attributes and strengths that will deliver success in a role
    • Divide clearly into Essential and Desirable criteria. With the exception of technical roles or skills, be careful about making a degree subject an Essential criteria, as you may miss out on appointable candidates from other disciplines – many students have built up knowledge and skills outside of their degree course. Identify transferable skills.
    • Map to the same skills/competencies as in your graduate or experienced roles, to enable ease of progression
    • Explain how to apply, with clear instructions e.g. "A single page cover letter, plus CV" or "Via our application portal".

    You will need these details to advertise to our students, but the following details will attract the best possible applicants and enable unsuitable candidates to self-select themselves out of the process. Remember to balance enough details to understand the role and your company.

    • Benefits of undertaking this role, at this organisation – imagine that you are student and ask yourself, “What’s in it for me?” - autonomy, responsibility, purpose, development, visibility, team aspect, part of a changing and growing business
    • Training and development opportunities, particularly to bridge gap between requirements of the job description and initial person specification, especially if it is a shorter opportunity. These might include an induction with H&S, review meetings and opportunity to give and receive feedback, having a buddy, joining more senior meetings, working with clients or having a mentor
    • Shorter opportunities, or those that are project-based, read well as 'development opportunities'
    • Organisational/sector context
    • Transport available/remote/flexible working available
    • Potential for progression, especially where you might offer a graduate role at a later point. For information on employing graduating international students' post-study, see GOV.UK information for the Graduate Route.
    • Description of the recruitment process, what is being assessed, timeline and if expenses are provided.
    • In order to prompt applications from a wider applicant pool you may wish to consider; the language used and avoid jargon, understand if reasonable adjustments are required, share if feedback is offered and if your role is for 12 months, you may wish to include University information about temporary withdrawal.
    • Social aspects and if the employer is committed to voluntary, charity and community work
    • Hear from employees about what it was like to work there

    • Contact details for pre-application enquiries
    • Look and feel of your organisation and its people
    Job Design

    To support in creating good quality work for both the employee and your organisation, here is a factsheet on Job Design provided by the CIPD. In addition, to support in further considering the responsibilities, skills and salary for a role, visit Prospects UK to see similar job profiles. Consider if current intern/placement students can provide valuable insight into the project/role.