Recruitment Basics – Part Two

We hope that you found our Recruitment Basics – Part 1 helpful and now that you have got to grips with conducting a Job Analysis and compiling a Job Description, we will now discuss how to plan and prepare a Job Advertisement.

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Job Advertising

To ensure that your recruitment exercise is cost effective and attracts a high calibre of applicants, it is important to think carefully about your job advertisement and the contents of same. Firstly, the objective of the job advertisement is to market your company and attract interest by clearly stipulating the purpose of the position and the criteria to be met. Secondly, it should provide clear guidance on how to apply and the method of application. The language that you use and the criteria that you detail is very important. Below is a list of the Do’s and Don’ts when it comes to compiling a job advertisement.


Make the job advert headline relevant and clear.

· Use short sentences, simple language and be specific.

· Keep the text clear (i.e. use a suitable font, size and colour).

· Ensure that the selection criteria is consistent with the Job Description.

· Specify the essential criteria (i.e. criteria the applicant must satisfy in order to do the job).

· Specify the desirable criteria (i.e. criteria that will help the applicant to do the job).

· Stipulate the qualifications that the applicant must have attained.


· Use jargon that is specific to the Company as external applicants may not understand.

· Overload the layout of the job advertisement. Use the space effectively.

· Use job titles and photographs that are associated with one or other of the sexes and have a distinctly male or female connotation e.g. Salesman or Saleswoman

· Use language that targets a particular type of applicant with a particular protected characteristic.

· Publish job advertisements in locations or publications where they are likely to be read only by persons who share a particular community background, or sex, or race, or disability, or sexual orientation, or age.

It is important to remember that anti-discrimination law prohibits discrimination based on the 9 protected characteristics (gender, race, religion or belief, disability, age, pregnancy and maternity, marriage and civil partnership, sexual orientation, gender reassignment) so the wording of your advertisement needs careful consideration.

Essential and Desirable Selection Criteria

Your selection criteria must be consistent with the job description and contain details about the qualifications, skills and experiences that will be required to carry out the duties of the job.Your job advertisement should include the essential criteria (those that the person must satisfy to be able to do the job) and the desirable criteria (those that will help to do the job). Attributes that are not identified as either essential or desirable should not be taken into consideration in the selection process. Having these criteria agreed at the beginning of the process is vital and will save time during the shortlisting and subsequent interview process.

Where and how to advertise a job

It is advisable to use a variety of different mediums to advertise your job. Advertising widely, may increase the number of eligible and suitably qualified candidates. Some of the different ways to advertise a job include;· Newspapers and magazines· Online job and recruitment sites· Your website and social media channels· Jobs and Benefits office and JobCentre network· Employers Online NI· Employment agenciesBefore you decide, it is important to think about, how quickly you would like a response, how long do you want to advertise your job for and how much can you afford to pay.

When and how to apply

Decide what method best suits your business needs. For example you may want applicants to call and request an application pack from you or you may prefer for applicants to apply directly online. Either way, it is important to clearly state the application closing date, where the application must be sent and provide suitable contact details should the applicant have any queries about the job.

Should you require any further information in relation to the above or would like a member of the team to talk to you about a possible recruitment exercise please contact us on 028 2564 4110.