The

UltimateGuide

toRecruitment Advertising

How to ensure you get thebest ad response every time

The Ultimate Guide to Recruitment AdvertisingHow to ensure you get the best ad response every time

Copyright © RecruitLoop 2012First published November 2012

All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or

otherwise, without the prior written permission of RecruitLoop.

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Foreword

Refining Your Target Audience

The Structure of Your Job Ad

Grab Their Attention

Attracting the Right Candidates

Connecting With Your Audience

What NOT to Say in Your Job Ad

Print vs Online

Conclusion

Examples of Good and Bad Ads

About RecruitLoop

ContentsPart 1

Part 2

Part 3

Part 4

Part 5

Part 6

Part 7

Part 8

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Foreword‘You only get out of something what you put into it’ . It’s an old saying that is particularly true in recruitment advertising.

In other words, the calibre and suitability of the candidates you attract to your position will depend on the quality of the job advertisement you write.

You may know in your head what your ideal candidate is like, but unless you convey that accurately and convincingly to them, you will never meet them because:

•theyneverreadyourador •theydidreadit,butfailedtorecognisethatyouweretalkingtothem.

A good job advertisement consists of several equally important elements:

•astrikingheadline •aninvitingstrap-line •alistofjobbenefits •aninformativecompanyoverview •theprofileofthesuccessfulcandidate •”musthaves”-skillsandcompetencies •applicationinstructions/closingdate

Writing a good job advertisement is not difficult if you follow this structure and really think hard about the qualities and abilities you want your ideal candidate to possess.

Hopefully, the information and advice in this eBook will help you to put a whole lot more into your next recruitment ad, with the result that you get a whole lot more out of it, in the form of your ideal candidate.

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Refining Your Target Audience

Rather than having to sort through unsuitable applicants at the resume culling stage or, worse still, the interview stage, your job ad, if well written, should do the filteringforyou.

Your target audience will initially be fairly broad. For example, if you are advertising for a sales manager, then your target audience is ‘all sales managers’.

It attracts the attention of a large group of people (i.e. all sales managers) throughitscatchyheadline,strap-lineandbullet-pointedbenefits.Theythencontinue reading into the body of the ad and this is where the funnel begins to narrow.

Thisiswhereyoubeginlistingtheperformancecriteriaforthejob,thequalificationsandexperiencerequiredandcharactertraitsyouareseekingandslowly your target audience begins to narrow further.

Thosereadingtheadwilleithertickamentalbox,andthink‘Icandothat’or‘Ihavethat’,ortheywillplaceacrossintheboxandself-ejectthemselvesfromtheprocess there and then.

Your target audience has now been reduced to those who have ticked all the boxes.

For example, rather than just ‘all sales managers’, your target audience is now ‘sales managers who possess several years experience in a similar role, a BusinessDegree,andwhobelievetheyhavewhatittakestoturnaroundanon-performingsalesteamanddeliveraprofitwithinoneyear’.

Thesearethecandidatesyouwanttoapply,sonowisagoodtimetore-statethebenefitsofthejobandmentionanyotherbenefitsnotyetcovered.Talkingaboutthe great company culture and opportunities for advancement will hopefully seal the deal.

Thefunnelhasnarrowedtoatrickleandit’stimetoincludeastrongcalltoaction, perhaps indicating that such a great opportunity will be hotly contested, so be sure to apply now.

A well-constructed job ad acts like a funnel.

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Make it easy for them to apply. Rather than requiring them to go to a website or call a number to obtain a job description, give them several easy ways to apply immediately.

Thesecanbeaphonenumber,anemailaddressorifitisanonlinejobadvertisement,youcanevenallowthemtousetheirLinkedInprofileasaresume(as many companies are now doing).

Thiswillalsoincreasethechancesofpassivecandidatesapplying,whowouldotherwisefinditalltoohardandnotbothertogoanyfurther.

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The Truth About Passive Candidates

Passive candidates make up two thirds of the working population and are highly valued by recruiters for their experience, loyalty, maturity, stability and exhibited success in their current roles. Passive candidates will browse the job sites occasionally ‘just to see what’s out there’ and unless they see something that really grabs their attention, fires their imagination and promises something better than the job they already have, they will not bother to read your job ad.

The Structure of Your Job Ad

A good job ad should flow in such a way as to lead the reader on from one sectiontothenext.Thefollowingsectionsshouldbeincluded,althoughtheorder of the middle sections can be somewhat flexible.

Headline – this is where you attract attention to your ad, so it has to be catchy, butalsoclearlydefinetherole.

Strap-line–thisisthelinethatqualifiestheheadline.Forexample,iftheheadlineis‘WebWizard’,thestrap-lineshouldsaysomethinglike‘Webdeveloperneeded to create online magic for digital design agency’.

Bullet points–youshouldincludethreebulletpointsthatnailthemainbenefitsor attractions of the position.

Company profile – keep this section brief. Resist the temptation to include your entire company history and vision, which makes laborious reading for someone who hasn’t yet decided they want the job. People are more interested in company culture these days, so perhaps concentrate on why your company is such a great place to work.

Candidate profile – this is where you sort the wheat from the chaff. Describe what the candidate would be expected to achieve to be considered successful in therole.Thosewhothinktheyhavewhatittakeswillreadon,butmanywillbowout at this point.

Requirements – this section includes any mandatory requirements such as aspecificlicenceorcertificate,experiencerequired,knowledgeofparticularsystemsorrequirededucationalqualifications.

Desirables–hereyoucanlisttheskills,qualificationsorcharactertraitsthatare not mandatory, but would be regarded favourably if the candidate were to possessthem.Theycouldincludethingslike‘aninterestinenvironmentalissues’,‘a broad understanding of SEO’ or even ‘a sense of humour’.

Benefits–whilethemainbenefitshavebeenhighlightedinyourbulletpointsatthetopofthead,thisiswhereyoucanre-statethemandincludeanyadditionalbenefitsyoumaynothavementioned.Ifthecandidatehasreadthisfarandhasnotself-ejected,thenyouwantthemtoapply,sofinishonaninvitingnote.

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Call to action – every ad requires a call to action. Once you have sold them on the job, you want them to take action and apply for it. One way to create a sense ofurgencyistoincludeanapplicationcut-offdate.

How to apply – as mentioned above, make it as easy as possible to apply, with a single phone number or email address.

Disclaimer – you may want to include something along the lines of ‘Only those applicants who meet the above criteria will be contacted for interview.’ If your adhasdoneitsjob,youshouldn’tneedthisline,asonlyqualifiedcandidateswill apply. But just in case a few unsuitable candidates manage to slip through the funnel, a statement such as this will relieve you of the task of having to reply personally to each one of them.

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Grab Their AttentionLike any good advertisement, a recruitment

ad has to STAND OUT.

Sorry for shouting, but it really can’t be emphasised enough. If your ideal candidate doesn’t notice your ad, then you’ve completely wasted your time and money.Thereareliterallymillionsofjobadsoutthere,soyoureallyhavetostandout from the pack.

HeadlineSo how do you get their attention? Well, if it’s a print or an online ad, as the majority of job ads are these days, then it’s the headline that must stand out.

It’sthefirstthingacandidatesees,soyourheadlineneedstoinstantlygrabtheirattention. By the same token, it also needs to say exactly what the job is, so you can’t afford to be clever at the expense of being clear. Be creative, by all means, but make sure the job role is obvious from your headline.

For example, ‘Director of First Impressions’ is a creative way of saying ‘receptionist’ and to many would be pretty apparent what the job is.

‘DreamFulfiller’ontheotherhanddoesnotgiveanyindicationtotheuninitiatedthat it is in fact referring to a Financial Services Consultant.

A more practical way to get their attention and still ensure the position being advertised is crystal clear, is to use job titles like:

•CreativeGuru(creativewriter) •WebWizard(webdeveloper) •OfficeDynamo(officeall-rounder) •SalesNinja(topsalesperson).

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However, if your potential candidate is browsing an online job board, then having the job title in the headline is absolutely essential, otherwise your ad will not comeupintheirsearchlist.While‘DirectorofFirstImpressions’maybefinefora print ad, unless you include the word ‘receptionist’ in the title of an online ad, those candidates searching exclusively for receptionist jobs will miss your ad altogether.

Here’s a statistic that really brings home the importance of the headline.

What does that mean? It means that a lot more people are reading the headline and simply going no further because it doesn’t get them in.

Strap-lineAfter the headline, the handful of words that follow are equally as important. Your headline has made them stop and look and what they read after that will either inspire them to read further or cause them to lose interest and continue browsing.

Your‘strap-line’orqualifyingsentence,mustexpandonwhatyourheadlinesays.Forexample,iftheheadlineis‘WebWizard’,thenthestrap-linemustreinforcethisconcept by saying something like ‘Web developer needed to create online magic for a digital design agency’.

BenefitsThestrap-lineshouldideallybefollowedbythreebulletpointsthatnailthethreebiggestbenefitsofthejob.Salaryisalwaysagoodonetoinclude(ifit’sagoodsalary,ofcourse)andotherbenefitsmightinclude:

•Flexiblehours; •Greatteamenvironment; •Advancementopportunities; •Carincluded; •Chancetoworkonbigaccounts;oreven •Stunningharbourviews(trustmethisone’sworkedmanytimesbefore).

Four times as many people read the headline as read the content of your ad.

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Attracting the Right Candidates

The aim of a good recruitment ad is to generate responses from a handful of candidates.

It is not your aim (or at least it shouldn’t be) to generate as many responses as possible, so that you then have to spend hours (or even days) phone screening andsiftingthroughresumes,possiblytofindattheendoftheprocessthatyourideal candidate isn’t even amongst them.

Your recruitment ad should be an advertisement targeting someone who exactly matchestheattributesintheperformanceprofileyouhavecreatedfortherole.

Youshouldhavecompiledthisperformanceprofilepriortodoinganythingelse,as it is the blueprint for the ideal candidate for your job. See Page 12.

By spelling out your expectations for the role in your job ad (key skills, core competencies and main performance measures), hopefully only those candidates who believe they can accomplish your objectives will apply.

Theotherswillejectthemselvesonebyone,ideallyleavingyouwithasmallpoolofapplicantsamongstwhichyou’llfindtheidealpersonforthejob.

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Performance ProfilesA performance profile is a list of objectives that a candidate would need to achieve in order to be considered successful in the role. Unlike a job description, which lists skills andcharactertraits,aperformanceprofileoutlineswhatthecandidatewillbeexpectedtoaccomplish, using those skills and traits.

Theseobjectivesshouldbelistedinorderofpriority,soyoumustfirstdecideonthemajorobjective that your ideal candidate needs to accomplish. If the role is a sales manager, the major objectivecouldbeachievingacertainsalesfigurewithinacertaintimeframe,puttingtogethera successful sales team, or sorting out an unsuccessful team.

Once you have the prime objective, start to think of the other problems and opportunities the personwillfaceintheirfirstyearinthejobandlistthoseasobjectivestobeachievedinorderofpriority.

Youshouldfinishupwithalistofeightortenobjectives,whichdefinewhatmustbeachievedin the role for the candidate to be considered successful.

Being able to review candidates with this list in mind will allow you to focus on comparable accomplishmentsintheirbackgrounds.Thiswillmeanyouarefarlesslikelytobedistractedbypersonalities or academic achievements and more likely to choose someone with the potential to actually get the job done.

Inordertofindsuperiorperformers,youfirstneedtodefinesuperiorperformanceandthisiswheretheperformanceprofilecanmakesuchabigdifferencewhenconstructingyourrecruitment ad.

Therearethreemainwaysyoucanprepareaperformanceprofile:

•Inthemannerdescribedabove,askingwhatwouldthecandidateneedtodotobeconsidered successful?

•Bylookingathighachievingemployeesinsimilarrolesandaskingwhatdotheseemployees do differently that makes them the best?

•Byconvertingtherequirementsonyourjobdescriptionfromnounstoverbs(i.e.whereitsays ‘must have two years experience’, asking what would that two years experience look like in terms of performing on the job?).

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Connecting With Your Audience

You need to know your target audience in order to connect with them through your ad.

You need to understand how they think, how they talk, what they like and speak to them in terms they will understand and identify with. In most cases, you should avoid a formal style and speak in the second rather than third person. Thatmeansusingtheword‘you’ratherthantermslike‘theidealcandidate’or‘thesuccessful candidate’.

By personalising your description of the role (i.e. ‘you will be working with an exciting and fun team on a variety of new projects’), you are helping the candidate to actually picture themselves in the role and making it far more attractive to them in the process.

Stress the things that are unique about your job and your company. People want to work for employers who are progressive and open to new ideas. Boring job descriptions usually mean boring jobs.

By the same token, don’t exaggerate the attributes of the position to make it soundmoreexcitingthanitis.Thisonlyleadstoadissatisfiedemployeeandcaneven land you in hot water for misrepresentation.

Avoid using big words, unless they are pertinent to the role (i.e. a position in science or medicine) and keep your sentences short (no more than 15 words) to make your ad easy to read.

Use lots of bullet points, as these are a great way to present information in a concise and memorable way.

Don’tover-designyourad.Darklettersonalightbackgroundinagoodsized,easy-to-readfontarebestandyoushouldleaveplentyofblankspacearoundyour paragraphs to draw the eye.

If your brand is well known to your target audience, then display it prominently in your ad.

Andfinally,alwayskeeptheAIDAformulainmind:

Attention. If you don’t grab their attention immediately, however good your ad is, it simply won’t be read.

Interest. Make your job sound interesting by describing it in terms your target audience can understand and appreciate.

Desire.Makeyourjobsounddesirablebyemphasisingthemanybenefitsitoffers.

Action. Create a sense of urgency to trigger an immediate response.

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What NOT to Say in a Job Ad

Gonearethedayswhenyoucouldadvertisefora‘YoungCaucasianMaleforFactory Work’ or an ‘Attractive Female for a Local Beauty Clinic’.

Anti-discriminationlawsandpoliticallycorrectthinkinghavecaughtupwithrecruitment advertising and saying the wrong thing in your ad can now expose you and your company to a world of pain and heartache.

Thetwomainareasthatcangetyouintotroubleinjobadvertisingarediscrimination and misrepresentation.

DiscriminationThereareanumberofformsofdiscriminationcitedinanti-discriminationlegislation and those most relevant to recruitment include:

Gender-based discrimination -usingtermslike‘waitress,‘admingirl’,‘mailman’or‘salesman’injobads.Whilegender-baseddiscriminationhasdeclined, with the realisation by most males that a woman can perform a jobequallyaswell(ifnotbetter)thanaman,therearestillafewold-schoolemployers out there who haven’t yet seen the light.

Racial discrimination–arecentjobadbyaTasmaniancleaningcompanyasking for ‘No Indians or Asians’ proves that racial discrimination is alive and wellinrecruitmentadvertising.Thethingtorememberisthat,evenwhentheabilitytospeakaforeignlanguageisvitaltoaposition,theproficiencyinthelanguage as opposed to one’s country of origin is all that matters. .

Age discrimination-mentioninganagerequirementoraskingforaspecificnumber of years experience are both forms of age discrimination in job advertising. So are using the words ‘young’ or ‘mature’ to describe your ideal applicant.

Disability discrimination–advertisingfor‘able-bodied’peopleisablatantform of discrimination, while requiring applicants for a desk job to have a driver’s licence is a more subtle way of discriminating against those with a disability.

Thereshouldneverbeanyreasontodiscriminateagainstonegrouporanotherin recruitment, because what you are looking for is a particular skill set and the ability to perform a role successfully. Excluding anyone on the basis of their gender, race, age or physical attributes is simply reducing the number of applicants matching your criteria who will apply to your advertisement.

MisrepresentationWhileitcanbetemptingtoexaggeratethebenefitsofajobtoattractbettercandidates, it is not a wise thing to do.

Therehavebeenanumberofcaseswheretheseprovisionshavebeenusedtoestablishclaimsanddamagesawardedhavebeensignificant.

At the very least, a bad hire will cost you around three times the candidate’s salary, so it’s really not worth exaggerating your job or making promises you can’t keep just to attract a better class of applicant.

If you employ someone under false pretences, not only do you have a disgruntled employee who will spread dissention among

your staff and leave as soon as they can find another job, but they could also accuse you of misrepresenting the job and take

legal action against you.

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Where to Advertise Your JobThetwomainformsofrecruitmentadvertisingareonlineandprint.Therearepros and cons in relation to both mediums and different writing styles required for each.

Online style

Thatmeanstheyscan,ratherthanread,soyourwritingstyleneedstoreflectthis. Bulletpointsareparticularlysuitedtoonlinejobads,astheydeliverbite-sizedpieces of information that can be absorbed quickly and easily. Short words and short sentences are also recommended for the same reason.

Theheadlinemustreallygrabattentiononline,asadspostedtoonlinejobboards are all formatted the same way and all have the same size and style of font.

Ithasbeensuggestedthatwereadaround25%sloweron-screenthanwhenreading printed text, due to the fact that online text is harder to read.

We have also been programmed to read to reject, due to the huge volume of information presented to us every day on the internet.

Internet users have a short attention span, with a multitude of distractions just a mouse-click away.

A job advertiser has less than 15 seconds to attract and retain our attention before we will move on. So the job ad really has to work hard

to be successful.

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Keywordsarealsoveryimportantwhenwritingonlinejobads.Theprimarykeyword is the job title and this must appear in the headline when advertising on an online job board, as this will most likely be the word the job seeker uses to search by.

Print styleUnlike on an online job site, where you pay a price to advertise, when you advertise in a newspaper, you will either pay by the word or by the amount of spaceyouuse.Thismeanseverywordmustcount.

You need to keep your style concise and to the point, avoiding the temptation to go into great detail about the job description or waxing lyrical about your company history and vision for the future.

But while print requires brevity in your writing style, it also offers more scope for creativity in the design of your job ad, which can be used to create a point of difference and attract a reader’s attention on a newspaper page full of similar looking ads.

Online vs printOne advantage online job boards have over print advertising is their low cost. One low fee will get your ad listed on a job board, while a print ad is relatively expensive by comparison and costs more the bigger your ad is.

Another advantage of online ads is that you are not paying by the line, so your ad can be as wordy as you want it to be. However as we’ve mentioned above, youshouldgetstraighttothepointandstayonit,orrisklosingyourfickleonlinereader.

Afurtheradvantagewithonlineadsistheamountofpeopleyoucanreach.Theaudienceishuge;fargreaterthanthereadershipofanynewspaper.Manyonlinejob boards also give you the option of sharing your ad on social media, which exposes it to yet another huge audience of potential candidates.

Thecontentcanalsobeeasilyupdatedinanonlineadvertisement,soifanythingchanges about the job, you can quickly update the relevant section. With newspaper ads, once it has gone to print, that is it and any amendments to future appearances will incur a fee.

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Onefinaladvantageofonlineadvertisingisthatyoucangetaninstantresponseto your ad. If you provide an email address or website contact, potential candidates can have their resumes with you in just minutes, making the review process much faster and easier.

With so many advantages to online advertising, why would you bother taking out a print ad?

Well, print does offer some advantages over online job boards. For one, thing, it allowsyoutotargetveryspecificaudiences,suchasthroughindustrymagazinesthat your ideal candidate is likely to read.

And, as mentioned previously, you can utilise design features with a print ad to attractattention;somethingtherestrictionsofajobboardlistingwon’tallow.

Overall though, online job advertisements would seem to be the way of the future, as printing becomes more expensive and more printed publications convert to an online format.

Which medium you choose will depend largely on the sort of job you are advertising and the type of candidate you are trying to attract.

Before you publish your adWhether you are publishing your ad online or in print, remember to proof read youradverycarefully.Youmightevenwanttogiveittoacolleaguetoreadfirst.Often a fresh pair of eyes will detect any obvious mistakes.

Here’s a hint: Read your ad copy out loud. If it sounds right, it will read right.

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ConclusionWriting a job ad is like writing any other advertisement. Unless the right formula is followed and the correct ingredients are included, it will probably fail to target the audience you’re trying to reach or inspire them to apply.

In this eBook, we have focused on the primary elements that need to be present for your job ad to have any chance of being successful.

First,wehaveshownyouhowtofilteryourcandidatesthroughthe‘funnel’ofyour ad’s structure, so that only those with the ability and drive to get the job done will apply at the other end.

We’ve emphasised the fact that, as with any advertisement, you need to get noticed or everything else is a waste of time and money. In recruitment ads, you dothisthroughyourheadline,strap-lineandbullet-pointedbenefits.

Finally,wehavealsoexplainedtheimportanceofcreatingaperformanceprofile,which is a vital tool for identifying and communicating who your ideal candidate is;notonlythroughtheirattributes,butthroughtheactionstheywillberequiredto perform.

How much of this information you choose to apply in your recruitment advertising is entirely up to you. But if you take just one thing away and its use in your next job ad leads to a good hire, then we’ll be happy.

Remember,ifyoustilldon’tfeelconfidentthatyoucancraftajobadvertisementthat will bring your ideal candidate to you, RecruitLoop can help you out along the way.

Happy advertising!

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Examples of Good and Bad Ads

Examples of Good Ads:

• Leading global consultancy • Great opportunity at senior level • Join a team of world class specialists • Excellent opportunity for a highly experienced person to join a global consultancy.

The Organisation This global organisation is a leading environmental consultancy. Servicing the mining and infrastructure sectors globally, the organisation is highly recognised as market leader providing professional services in environmental and social management, technical investigations and project management.

The Opportunity

As a Senior Environmental Consultant, you will be responsible for leading and assisting the Environmental Impact Assessment group. You will provide advice and liaise with clients, sub-contractors, government authorities and other key stakeholders.

Key responsibilities include: • Managing and providing advice on all aspects of projects • Mentoring the professional development of team members • Business development • Developing reports, submissions and proposals • Complying with Health and Safety policies and procedures, environment laws, and company policy

To be Successful

As a Senior Manager, typically you will possess significant experience gained within a consulting practice. You will be a highly capable leader with the ability to demonstrate client-side experience, and possess considerable skill at high level negotiations. You will demonstrate a strong level of competence in environmental impact assessment and environmental management.

You will have relevant tertiary qualifications in engineering, science or a related discipline. Your strong leadership skills will be evidenced by value added to stakeholder relationships, contract development and exceptional report writing and communication skills.

An attractive salary package is on offer.

To express your interest in this role please forward your application (Word format) in absolute confidence or for a confidential discussion please call Betty Wynstop on 0412 222 222.

Email: Please click the ‘Apply Now’ button below.

Associate – Environmental Consultant

Apply Now

Good use of bullet points to highlight the mainbene�ts of the position

The ad ‘speaks’ directly to the ideal candidate using the word ‘you’ – allowing them to personally identify with the position.

Including full contact details as well as an ‘Apply Now’ button allows potential candidates to respond to the job ad as quickly as possible.

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• Great Location •12-Month Contract

We are a leading international research based health care group. Our mission is to discover, manufacture and successfully market innovative products. We aim to contribute to the global health of humans and animals alike and to enhance well-being and quality of life through the diagnosis, prevention and therapy of diseases. An exciting opportunity exists for a talented and energetic Marketing Assistant to join our team reporting through to the Marketing Manager.

In this role you will: • Assist with the overall aims and objectives of the Animals’ Health Department; • Provide administration support to the Marketing team and Sales team (as required); • Inventory management and filling sample requests; • Invoice and expenses management; • Prepare and distribute sales materials; • Co-ordinate Marketing Team’s on and off site meetings, expos and conferences; • Organise business travel for the Marketing Team: • Liaise with advertising and media agencies and customers. To be successful in this role you will need: • A Marketing/Business and/or Science tertiary qualification (preferred); • Pharmaceutical sales experience (preferred); • At least 12 months in a similar position (preferred); • A high strategic orientation and results focus; • Strong communication skills; • Ability to quickly assimilate new information and focus on set goals; • Intermediate to advanced knowledge of MS Word, Excel and PowerPoint; • Be able to work independently in a well organised manner and set priorities to meet deadlines.

As an employer of choice, we will provide you: • Competitive salary package and benefits; • Opportunities for ongoing learning and career development.

If you are keen to pursue this exciting career opportunity, please forward your written application (outlining qualifications, experience and relevant personal details) by 31 October 2012 quoting Reference Number PXS1810 to: careers@care4health.org

Marketing Assistant - 12 Month Contract

Clear headline will grab the candidates’ attention. There is no confusion as to what the role is about. Good description of

the organisation.

Separating desired and mandatory requirements helps potential candidates understand the role.

Including an application closing date creates a sense of urgency and will help �lter out unsuitable candidates.

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• Contact Centre Specialist • Sydney CBD • Join an experienced team

The APW Group is a global leader in HR solutions with over 5,000 employees and 50 offices globally.Our Sydney Contact Centre recruitment team is definitely one you will want to be part of. They are experts in contact centre recruitment solutions.

Working with a combination of new and existing accounts, you will be responsible for facilitating your clients' recruitment needs in the contact centre arena. Previous recruitment industry experience is essential for this position.

Your role will be critical in developing and sustaining long-term business relationships with your clients. You will be constantly kept busy in this end to end recruitment role!

This excellent opportunity would suit someone who is: • Passionate about delivering results • A real "people person" who thrives on working in a fast-paced environment; • Mature-minded and has a responsible and caring approach to candidates and clients, giving them 5-star service at all times; • Able to build great relationships with your clients and grow your business through "organic growth", new business development and networking.

This is an exceptional opportunity to join a high performing team in the heart of the Sydney CBD.

In return, you will be rewarded with: • A fun and challenging role, that will be oth demanding and rewarding; • On-the-job training & support, with established resources in HR, IR, Marketing, OH&S, Legal, Marketing and Operations Teams; • Career progression and unparalleled career opportunities, both in Australia and overseas; • Excellent salary, bonus structure and employee benefits, including Paid Parental leave and Income Protection.

Rather than simply reading about it, experience it! Apply today or for a confidential discussion call our recruitment team on 1300 111 222.

Recruitment ConsultantGood use of bullet points.

A clear description of the requirements for the role will help attract suitable candidates.

Write with enthusiasm! It will help engage the reader.

Highlighting a list of bene�ts will ensure suitable candidates can relate more to the opportunity.

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Promo! Promo! Promo! Immediate Start!!

We are an international promotions & marketing Co. with o�ces throughout Europe and now, in Sydney.

Due to our clients increased demand we are now now seeking outgoing, positive, driven peopleto join our growing team.

Can you answer these questions with a YES?If so applynow!

• Do you have heaps of personality & confidence?• Bored of the same old things & want to have some fun while earning some great ca$h?

• Are you a great team player?We are looking for people who wish to grow within the industry while also having a passion for

making a di�erence.Great travel opportunities both nationally and internationally for the more ambitious!

Exc Comm +IncentivesSTART TODAY!!!!

Please send your CV through to hr@promopromo.comApplications close in a week.

Assistant - Financial - Global Company - 65K

New Role AvailableA unique opportunity has been created for an assistant commercial editor to join this dedicated team located within a renowned and highly regarded Global Insurer nestled right in the heart of the city.

Duties• Working in a team of 7• Assisting in the management an existing diverse book of business• Develop and maintain strong Broker and key stakeholder relationships. • Using your existing networking skills you will identify new business opportunities in line with the strategic plan of the department.

Background• Be highly analytical and numerical with proven ability to be able to provide portfolio analysis reports to management• At least 2 years underwriting , broking or claims experience • Strong technical knowledge of commercial business packages products and classes• Ability to develop and maintain strong broker relationships within local markets• Great communication skills

To Apple online, please click on the appropriate link below. All applications will be treated with the strictest of confidence.

The headline is unclear and doesn’t tell readers anything about the role.

Careless spelling mistakes, typing mistakes and sloppy formatting make the ad (and therefore the company running the ad) appear unprofessional.

No real company or position overview will put o� applicants who may otherwise be suited to such a role.

Impersonal style makes the ad less attractive for potential candidates.

Careless spelling errors will also put o� serious job seekers.

Examples of Bad Ads:

RecruitLoop gives employers a smarter way to hire through technology and servicesthatslashthecostandtimeittakestofindnewstaff.

Themodelconsistsoftwoprimarycomponents:

1. Recruitment marketplace:A global network of independent recruitment professionalsRecruitLoop aggregates a network of independent, professional recruiters whohelpemployersfindnewstaff.Thisgivesemployersaccesstoprofessionalrecruitment support, with a charging model providing 80% lower cost than a traditional recruitment agency.

2. Recorded video interview platform:A game-changing innovation in the recruitment processRecruitLoophasdevelopedatechnologyforrecordedvideointerviews.Thisisnota‘live’video-capabilitylikeSkype,butanautomatedonethatrecordscandidateresponsestocustomisedwrittenquestions,viatheirwebcam.Thisinnovation removes hours from the screening process, for both employers and recruiters.

About RecruitLoop

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