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How to compose a job advertisement

Most managers and HR experts from successful companies agree that employees are valuable resource of the company. 

A company is successful as much as their employees are qualified and experienced. 

Every employer should seriously consider the selection of candidates, which is the right way to choose a long-term employee. 

Before composing a job advertisement, first take some preliminary steps: 

To define a profile of the job position
 
First you should define the demands of a specific position. 

If it is an executive position, does it need leadership or team work? 

Is it a position including paper work, administration, data or contact with clients? 

Does it need communication or precision and organization skills? 

Which level of education is necessary? 

When the demands for position are precisely defined, you can start profiling and selecting the candidates depending on company’s needs. 

This way you form a criteria for a group of most qualified candidates from which you choose the best one. 

You should define the level and category of education that is needed for a specific position. 

Avoid being unnecessary restrictive and excluding a related branches if these candidates are satisfactory in other criteria. 

If you need some other qualifications, training, license, and certificate it should all be in selection criteria. 

Work experience 

In defining these criteria for candidate selection, you should not be exclusive. It also considers the quantity of work experience, because the quality is more important. 

Many employees have spent years on a position without stimulation or opportunity to develop their potentials and improve skills. 

On the other hand, ambitious person in stimulative surrounding can learn in short time a great number of work needed for future employment in your company. 

Skills 

Determine the skills that candidate should have? 

Executive positions need perfect organization of time, human and financial resources and presentation skills. 

If the position requires, you should place in the advertisement the necessity of IT literacy and knowledge of at least one foreign language. 

Depending of the position, it is also necessary to imply the level of those skills.

Skills become a value and investing in knowledge is of great importance. 

Other criteria: 

While choosing the right candidate there should be no discrimination. Also be careful in characteristics  that can be considered as discrimination (physical looks or similar).

Elements of job advertisement:

the company name, information about the company, contact, email, website.

the job position.

If the employment is on permanent or temporary basis.

education, work experience and skills that the candidate should have.

Possibilities and other important advantages of the company. 

Necessary documents for applying.

Time frame for applying and information about further selection process.

How to apply (by email, by posting).  

the advertisement should have informative character and represent the company’s manner.

We can see the mistakes that an employer should notice!!!

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MISTAKES IN JOB APPLICATION:

False information in CV that cannot be over looked.

If the candidate writes for example “excellent knowledge of English language”, you can and should check the true level of candidate’s knowledge.

Incomplete information. When a candidate does not describe a former company that he worked for and that company in not generally known or heard of.

All personal information are of no importance for you.

Bad photo, family photo, photo in bikini or with a glass can be enough to eliminate that CV immediately.

Stereotype CV. Candidates are often afraid to jump out of the model advised so they give too little or too much information.

Not distinguishing the job position which the candidate applied for, which can be a problem if you placed an advertisement for different jobs?

MISTAKES MADE ON A JOB INTERVIEW:

Bad self control – nervous moves.

Indiscrete statements. For example if the candidate says that he came just to see how an interview looks like.

Inadequate communication – sarcasm, underestimation towards the company or towards selection in general.

Bad choice of clothing and bad hygiene (high heels, extreme make-up, see through t-shirt, sneakers, etc.).

Answers are generalized. On a specific question there is no precise answer.

Reasons for wanting to leave the current job position. Reason should be logical and clear.

Artificial cordiality. The candidate is too cordial towards YOU.

Unnecessary digressions. Candidate is giving you irrelevant details, with no capability to separate important information from irrelevant. The candidate has no consideration that the job interview usually has time limitation.

Giving negative comments on working conditions. You have the right (according to the law) to determine the working hours, overtime, ways for stimulation, duration of vacation and the salary rate.

Insisting on private contacts and acquaintances that could help YOU in your business.

Candidate’s negative conviction during the interview or while testing (psychological tests).

WE CAN SEE THE MISTAKES AN EMPLOYER SHOULD NOTICE !!!

THAT IS WHY WE ARE HERE TO HELP YOU

                                       AMMAX & JOB - TRAVEL