The Great Eight-Step Guide to Hiring Well

EXCERPT: We know how it feels – job vacancies that should have been filled yesterday, no prospects in sight, and a boss that is holding your job security captive if you do not deliver. Many recruitment managers have gone down that path, and have crashed and burned.

However, failure need not be your only option. Success in recruiting is very much possible, as evidenced by the multitude of successful careers from all over, and it starts with keeping the right habits consistently.

This document is a compendium of the best practices of cost-effective job recruitment worldwide, compiled by the Optimum Direct team in just one guide for your convenience and recruiting excellence.

These eight steps may not necessarily guarantee results, but it will guarantee that you are doing your recruiting right.

Step 1: Write Killer Job Ads

As a recruiter, your job ad competes with thousands of other job ads vying for the same job seeker. Placing a job description as a job ad is simply not enough – you will need to stand-out.

How can your job ad stand out? Here is a sample killer job ad (ad #62):

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As you can see, it starts with the title. This is your foot-in-the-door. If your job title does not grab the job seeker’s attention, the chances of them reading the rest of the ad goes down to somewhere near zero. The title should catch the job seeker’s attention to sell the job.

Most job ads can accommodate up to 60 characters for the job title. Maximise this to make the job title more attractive to the job seeker. See how our sample stands out against the other job ads?

Next, put in the summary paragraph a list of the most interesting parts of the job, and not just what the position does. Remember, SELL THE JOB!

Once the job seeker clicks on your ad, that’s not yet the end of it. The job description inside the job ad should be able to close the deal.

The job description should give the job seeker a clear idea what to expect from the role – and if it fits their career objectives – such as:

  • The role’s immediate superior. This is important in order to clarify the lines of authority. Nothing troubles a worker more than not knowing who’s the boss.
  • Main tasks and responsibilities. This will give the applicant a good idea of how the day-to-day work would look like. This can make, or break, a job application.
  • How success in the role is defined. Putting down the tasks is not enough. Show the applicant what it would mean to be successful with the role. That way, expectations are better defined, and the applicant can have a better feel if the end result excites him as much as it does the hiring company.

For example, rather than saying, “Welcome customers into the store,” you can say, “Drive customer satisfaction above industry benchmarks, with proper customer handling.”

To read more, download the entire guide for FREE here:

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The Great Eight-Step Guide to Hiring Well

This document is a compendium of the best practices of cost-effective job recruitment worldwide, compiled by the Optimum Direct team in just one guide for your convenience and recruiting excellence.