When employers turn to you to advertise their job vacancies it is likely that they are particularly aiming to recruit students with potential. They may have high expectations that you can supply them with a large pool of appropriate candidates. Sometimes this will be the case. Occasionally, employers find that their adverts are unsuccessful - they may receive very few applications or applications which are unsuitable. This might be because of the calibre of the job or it could be because the timing and content of the advertisement are poor. This section of the module aims to help you give good advice to employers on their advertising strategies.
Let's go back to our employer Andy James at Brite Lites. He has found your previous advice helpful and has decided to use your service to advertise a vacancy. He has e-mailed you some more questions:
Hi there just a few quick questions.....
What's the best way to advertise my vacancy?
How long will the vacancy be advertised for?
How likely am I to get applicants?
What should I put in the advert to get the best applicants?
Begin by writing an e-mail response to Andy.
It is likely that you could answer questions 1 and 2 quite straightforwardly, but what about questions 3 and 4?
Lets turn to question 3 first. Do you monitor the progress of your vacancies? If not, you might like to think about whether it is possible to introduce some sort of method to check the success or otherwise of vacancies being placed with you. Knowing what type of adverts and opportunities are most successfully advertised via your service can enable you to give high quality personalised advice to employers. You might like to introduce some simple monitoring devices, for example:
once per year, make a point of ringing all the employers who have placed adverts with you and get their feedback on the numbers and quality of candidates they have received applications from.
one morning make a point of asking all the students who come through your door to select their favourite adverts and explain what initially draws them to the advert.
Turning to question 4 now read the recruitment section of this e-resource on Recruitment and Selection (the link takes you to the University library).
Having read the chapter is there any additional advice which you would want to give to Andy?