How to Write a Great Job Posting

By Max Messmer from Human Resources Kit For Dummies, 3rd Edition
Writing a good job posting is a critical step in the hiring process, but the task is often more difficult than many
people think. Obviously, you wont have candidates beating down your door to apply for a position you want to fill
if they dont know about it. You have to get the word out in the form of a job posting.
Youre not trying to win a literary prize, but you are trying to attract job candidates and the right candidates at
that. Keep in mind the following two considerations in writing a job posting:

Help your firm stand out. When youre recruiting, youre also putting out the word that your company is
a great place to work. In effect, youre advertising a product your company. Every aspect of your posting
must result in a favorable impression of your organization.

Focus on quality, not quantity. Your goal is not only to generate responses from qualified applicants
but also to eliminate candidates who are clearly unqualified. Youre better off getting only 5 responses, each
from someone who clearly deserves an interview, than 100 responses from people youd never dream of
hiring.

Your next step is to actually write the posting. If youve done a good job of preparing the job description, then
youve very nearly accomplished this task. In fact, you should think of the posting as a brief synopsis of the job
description, albeit with a little flair added to get your job noticed. Here are some elements youll want to include:

Headline: The headline almost always is the job title.

Job information: A line or two about the general duties and responsibilities of the job.

Company information: Always include a few words describing what your company does.

Qualifications and hiring criteria: Specify the level of education and experience and relevant attributes
and skills (per your success drivers or competency model) required to do the job.

Response method: Let applicants know the best way to get in touch with you. Also, let them know
certain ground rules, such as whether you prefer to receive online responses as an attachment or embedded
in the e-mail itself.
Though most companies have moved almost exclusively to electronic response methods, firms must still
provide a mailing address or toll-free phone number to meet Americans with Disabilities Act requirements
specifically geared toward applying for jobs.

Bear in mind, too, the following key points:

You want to convey some sense of your workplace environment and values with a few phrases (for
example, fast-paced, ethical, or client-centered).

Use the active voice and action words throughout the posting. Make it move, not just sit passively on the
screen or page.

Create a buzz, a sense of enthusiasm; pique applicants interest. An uninspired posting will almost
certainly draw uninspired candidates.

When crafting a job posting for an online job board, try to write it in a way that results in a higher ranking on
popular job boards; this is called search engine optimization (SEO). You want your posting to appear near the top
of the job boards search results, and SEO allows you to improve your postings visibility.
SEO is becoming more important with the growing number of job-board aggregators that are emerging.

How to Write a Job Description

By Max Messmer from Human Resources Kit For Dummies, 3rd Edition
As you conduct your businesss hiring process, youll need a job description a set of criteria as you attempt to
find, attract, and make a job offer to the best candidates. Among other things, these criteria define the duties to be
performed in each position you hope to fill, as well as the credentials and qualities candidates should possess to
perform well in those positions.
The tasks and responsibilities that constitute most peoples jobs today are a far cry from what they were as
recently as a few years ago. Jobs today are generally broader in scope. Job descriptions, therefore, now need to
take into account the expanded skill sets that employees need to handle greater responsibilities.
Focus on what the job should look like now and in the near future (18 to 24 months out), based on your
companys current needs and long-term objectives.

Set priorities
An effective job description consists of more than simply a laundry list of the duties that the job entails. It reflects a
sense of priorities. In other words, it identifies those duties that are primary or essential, and if secondary or
marginal duties are listed, it differentiates between the two.
Aside from establishing the priority of job duties from a business needs perspective, this distinction can be legally
significant. The Americans with Disabilities Act (and many analogous state laws) protects disabled employees
who are able to perform essential (which has a special legal definition) job duties, with or without a reasonable
accommodation.
Courts and agencies like the Equal Employment Opportunity Commission (EEOC) investigating a charge of
disability discrimination will consider which duties the employer treated as primary or essential in determining
whether theyre essential within the meaning of the statute. Although the employers characterization of a duty
as essential is not conclusive, it is evidence of which duties are most important.

Consider educational requirements and qualifications

Educational requirements like degrees and licenses are formal acknowledgments that a candidate has completed
a specific field of study or passed a particular test. Be thoughtful about the credentials for your position to ensure
that they accurately reflect the needs of the position.
Dont go crazy with requiring credentials, however. Sure, every manager wants someone with an MBA and maybe
a PhD and probably some sort of industry certification, too. But unless these are actually required for the job, they
shouldnt make it into the job description or be used as hiring criteria.
Educational requirements or qualifications may discriminate by eliminating candidates with protected
characteristics. An attorney can help you address this area.

Make sure that the job is doable

The job you describe must truly be realistic. Some job descriptions work beautifully until the person you hire
actually tries to perform the job. One factor to consider is the compatibility of a jobs various duties. Some people
who are very creative may be less adept at tasks that require considerable attention to detail.
Make sure that when youre lumping several tasks into the same job description that youre not creating a job very
few, if any, people could fill.

Be specific

You dont need to be William Shakespeare to write a solid job description, but you definitely need to appreciate
the nuances of the language. Use clear and concise language and, when possible, words with a single meaning.
And you want to make sure that the words you choose actually spell out what the job entails.
Good communication skills, for example is too general; more specific would be: Ability to communicate
technical information to nontechnical audiences.

Set a salary range

Before you start the recruiting process and look at options for how and where youll find the ideal candidate for the
job youre designing, you should establish a salary range for the position. Your ideal candidate could come at a
hefty price, so know market compensation for people with the skills you seek.

Basics for Writing Job Descriptions

By Max Messmer from Human Resources Kit For Dummies, 3rd Edition
The job description is where your businesss hiring criteria are first formally set forth. But this doesnt mean just
any garden-variety job description will do. The job description youll construct will be airtight because the job
description will eventually drive the job ad, the candidate selection process, and a new employees first
performance appraisal.
In general, the terms responsibility, role, and function reference a particular positions higher-level features within
an organization, and the terms duties and tasks to describe the actual day-to-day activities of a particular position.
There are a number of reasons to create job descriptions, and a descriptions content can vary greatly depending
upon its intended uses. For example, a company may create job descriptions primarily

To establish performance expectations

To help with recruiting and hiring

To highlight the essential functions of a position in the event the company needs to accommodate an
individual with a covered disability under federal or state law

To differentiate between jobs that are exempt versus nonexempt from legal overtime and other
requirements

To ensure that your job descriptions are written in a way that carries out your reasons for having them, you may
want to consult a lawyer before finalizing and using them.
A well-thought-out job description

Accurately outlines the applicable hiring criteria

Ensures that everyone who has a say in the hiring decision is on the same page with respect to what the
job entails

Ensures that candidates have a clear idea of what the position requires if theyre hired and what
performance success looks like

Serves as a benchmark for performance after you hire the candidate

Serves as a reference tool during the evaluation process

Think of the job description as your blueprint. Do a good job of constructing it, and all the subsequent pieces of
the hiring process will more easily fall into place.

The following important elements may be included in a well-written job description:

The job or position title (and job code number, if applicable).

The department within the organization in which the position exists.

The reporting structure for the position, both up and/or down, as applicable. For example, the title of the
person(s) to whom the position reports and any position(s) and/or numbers of employees over whom this
position has supervisory responsibility.

A brief summary (one to three sentences) of the position and its overarching responsibility, function, or
role within the organization and how it interrelates to other functions within the organization.

A list of the positions essential or key job duties. You also could include a list of the less important or
marginal job duties identified as such, the estimated time to be spent on each duty (which should total to 100
percent), and the frequency of performing each (daily, weekly, periodically).

Whether the job is exempt or nonexempt.

Whether regular and prompt attendance is required.

A qualifying statement that the list of job duties is not exhaustive and may be revised from time to time as
per business needs.

The qualifications for the position (meaning, the specific knowledge, skills, employment, or other
experiences, training, language, or aptitudes required for the job).

The educational requirements for the job, if any, such as degrees and licensing.

Qualities or attributes that contribute to superior performance in the position.

If appropriate, a statement of the physical demands of the position (for example, lifting or mobility
requirements).

A statement that the position also includes such other duties as assigned to protect your companys
ability to add duties as needed.

A statement that your company is an equal employment opportunity employer.

How to Introduce a New Employee to Your Corporate Culture

Corporate culture means the environment in which your employees spend their time. Introduce your business's
corporate culture to a new employee by following these tips, which can help you introduce your business to a new
employee in a motivating way:

Think like a tour guide. Point out subtle features, such as how coworkers prefer to communicate
(whether through scheduled meetings, voicemail, e-mail, and so on); how the staff has fun together (for
example, monthly birthday celebrations); and how employees respond to one anothers problems and crises
(perhaps a team will drop everything to pitch in when someone needs help).
By sharing this type of information, you speak volumes about shared values.

Let the new hire be a shadow. During the first week, focus less on having the new employee do his or
her job and more on letting the individual find out what others do. The most effective approach is to have the
new hire shadow several coworkers for a few hours or a day. They meet a lot of people, learn about work
flows, and gain an understanding of each person or departments function.

Involve long-time employees as mentors. If youre unable to escort the newcomer through the first
week or two on the job, ask one or two veteran employees to be mentors. Their role will be to help the new
arrival settle in and become acquainted with your companys people and processes. In addition, the mentor
will be the designated go-to person when the new employee has questions or problems.

Do a daily meeting. For the first few days, meet with the employee for half an hour before going home.
Encourage him or her to share impressions and ask questions.

Example print job advertisement

Receptionist / Administrator
Dandenong

$42k circa package

Dandenong Location
Manufacturing

Well established small company in the manufacturing

industry is looking for the services of a proactive
Receptionist/Administrator to work in their close knit team in
Dandenong. With a breakdown of 75% admin/sales support
and 25% reception and secretarial focus, you will utilise
your great project management and organisational skills.
The Sales support aspect of your role will encompass the
input of technical and detailed orders for the production
area. Liaison with clients, general office administration,
reception duties and support where required will keep you
challenged and busy. If you are a proactive, professionally
presented person & want to be part of a growing
organisation, this could be your next long term role.

Please email your confidential CV to <contact name> or

telephone <their telephone number> for more information.

http://www.businessballs.com/jobadvertswriting.htm

job adverts

how to design and write effective job

advertisements - tips and techniques
The best techniques for writing effective job advertisements are the same
as for other forms of advertising. The job is your product; the readers of
the job advert are your potential customers. The aim of the job advert is to
attract interest, communicate quickly and clearly the essential (appealing
and relevant) points, and to provide a clear response process and
mechanism. Design should concentrate on clarity or text, layout, and on
conveying a professional image. Branding should be present but not
overbearing, and must not dominate the job advert itself. This article
relates mainly to designing and writing job adverts to appear in printed
newspapers an magazines media, although the principles apply to other
media and methods. The information must be communicated effectively
one way or another to the target audience.
Job adverts and recruitment processes should follow the classical AIDA
selling format: Attention, Interest, Desire, Action.
This means that good job advertisements must first attract attention (from
appropriate job-seekers); attract relevant interest (by establishing
relevance in the minds of the ideal candidates); create desire (to pursue
what looks like a great opportunity), and finally provide a clear instruction
for the next action or response.
Job adverts written by people who fail to follow these vital principles will
fail to attract job applicants of quality in quantity. I generally try to avoid
pointing out what not to do. Positive examples generally work better than
negative ones, however it is useful to point out some common pitfalls for
writing and designing job adverts - the quality broadsheets are littered
with examples every week, and you will do well to avoid these traps:

job adverts no-nos

over-designed graphics (distracts and

slows reading)

extravagantly presented layouts and

words (distracts and slows reading)

difficult to read quickly or at all for any

reason

font (type-style) too small or too large

capital-letters (upper-case)

lots of words in italics - they are a lot

more difficult to read quickly

strange-looking or fancy fonts

printed in daft colours or tints against a

coloured, patterned or picture
background

clever or obscure headlines

coded and idiosyncratic communications

too much technical detail about the job

or the company

too many words - they are a real turn-off

- keep it simple

uninspiring, boring descriptions of roles

and ideal candidates

too much emphasis on the job and not

enough on the person

adverts in reverse (mirror) or upsidedown (not permitted anyway by most

media)

weird advert box shapes, for example

wide and flat or tall and thin

huge half-page or whole-page or doublepage spreads - a waste of money

If you use a designer to create and produce artwork for your job advert I
urge you to control their creative instincts - a job advert is advertising a
job, it is not a CD cover or a bottle of shampoo.
Here's a reminder of the essential writing tips for advertising and for
clarity of business communications, in the context of writing and designing
effective job or recruitment advertisements:

job adverts writing tips

Use one simple headline, and make the job advert headline relevant and
clear. Normally the logical headline is the job title itself - this is after all
what people will be looking for.
If the job title does not implicitly describe the job function, then use a
strapline to do so. Better still, if you find yourself writing a job advert for a
truly obscure job title which in no way conveys what the job function is,
then consider changing the job title.
An effective alternative main headline - especially for strategic roles with a
lot of freedom - is to describe (very succinctly - and in an inspirational
manner) the main purpose of the role, which can then be used with the job
title and organization's name serving as secondary headings.
If the organization is known and has a good reputation among the targeted
readers then show the organization or brand name prominently, as a
strapline or main heading with the job title, or incorporated in the job
advert frame design, or in one of the corners of the space, in proper logostyle format.
N.B. Some organizations prefer not to tell the whole world that they are
recruiting, in which case, if this is your policy, obviously do not feature
your organization's name in the job advert. On which point - if you use a
recruitment consultancy, examine the extent to which your job advert is
promoting the recruitment agency's name, and if you think they are overegging things perhaps suggest they contribute to the cost of the advert, or
reduce the size of their corporate branding on your advert.
Make the advert easy to read. Use simple language, avoid complicated
words unless absolutely necessary (for example if recruiting for Head of
Rocket Science), and keep enough space around the text to attract
attention to it. Less is more. Giving text some space is a very powerful way
of attracting the eye, and also a way of ensuring you write efficiently.
Efficient writing enables efficient reading.
Use language that your reader uses. If you want clues as to what this
might be imagine the newspaper they read, and limit your vocabulary to
that found in the newspaper.
Use short sentences. More than fifteen words in a sentence reduces the
clarity of the meaning. After drafting your communication, seek out
commas and 'and's, and replace with full-stops.
Use bullet points and short bite-sized paragraphs. A lot of words in one big
paragraph is very off-putting to the reader and will probably not be read.
Use simple type-styles: Arial, Tahoma, Times, etc, or your house-style
equivalents or variations. Serif fonts (like Times) are more traditional and
more readable. Sans serif (like Arial and Tahoma) are more modernlooking, but are less easy to read especially for a lot of text. It's your
choice.

Use 12-20ish point-size for headings and subheadings. Try to avoid uppercase (capitals) even in headings - it's very much slower to read. Increase
prominence by use of a larger point-size, and to an extent emboldening,
not by using capitals. CAPITALS HAVE NO WORDSHAPES - SEE WHAT I
MEAN?)
Use ten, eleven or twelve point-size for the main text; smaller or larger are
actually more difficult to read and therefore less likely to be read.
Definitely avoid upper-case (capitals) in the 'body copy' (main text).
For the same reason avoid italics, shadows, light colours reversed out of
dark, weird and wonderful colours. None of these improve readability, they
all reduce it. Use simple black (or dark coloured) text on a white (or light
coloured) background for maximum readability.
Get the reader involved. Refer to the reader as you and use the second
person (you, your and yours etc) in the description of the requirements
and expectations of the candidate and the job role. This helps people to
visualise themselves in the role. It involves them.
Try to incorporate something new, innovative, exciting, challenging people are attracted to new things - either in the company or the role.
Stress what is unique. You must try to emphasise what makes your job and
organization special. People want to work for special employers and are
generally not motivated to seek work with boring, run-of-the-mill, ordinary,
unadventurous organizations.
Job advert statements and descriptions must be credible. Employers or
jobs that sound too good to be true will only attract the gullible and the
dreamers.
Remember AIDA: The Attention part is the banner or headline that makes
an impressive benefit promise. Interest builds information in an
interesting way, usually meaning that this must relate closely to the way
that the reader thinks about the issues concerned. Since job
advertisements aim to produce a response you must then create Desire,
which relates job appeal and rewards to the reader so that they will aspire
to them and want them. Finally you must prompt an Action, which may be
to call a telephone number or to send CV, or to download an application
form from a website address. Your job advert should follow this step by
step format to be effective.
Your main heading, strapline and main message must be prominent. Do
not be tempted to devote 75% of the space to a diagram of your latest
technology or photograph of your new manufacturing plant in Neasden.
Headlines do not have to be at the top of the frame - your eye is naturally
drawn to a point between two-thirds and three-quarters up in the framed
area, which means you have room above the headline for some subtle
branding, or - heaven forfend - for some blank space.

The best position for adverts on a job page is 'right thumbnail'. That is, top
right corner. Right-side sheet is better than the left because your eye is
naturally drawn right on turning over the page, which reveals the left-side
sheet last. Top-right corner is the first part of a double page spread to be
revealed. Top of page is better than bottom - obviously - we read from top
down, not the other way around.
Resist the temptation to buy a half-page or a full page (unless the page
size is very small) - you do not need it. A quarter of a page is adequate
and optimal in most publications, indeed arguably even unnecessarily
large in broadsheet newspapers.
People assume that big adverts produce a big response - they don't unless
they are good. A good moderately sized advert will produce just as good a
response as a good massive advert. Added to which you can run more
insertions of sensibly sized adverts than big ones.

job adverts checklist

Having seen the layout and design rules above, here are the items to
include in an effective job advert. The bold items are those which would
normally be essential; the others are optional depending on local policy
and circumstances. The list is loosely in order but this is in no way
prescriptive - use a sequence that works best.

job title

employer or recruitment
agency/consultancy

job base location

succinct description of
business/organization/division
activity and market position and
aims

to whom the position reports - or

other indication of where the role is
in the structure

outline of job role and purpose expressed in the 'second-person'

(you, your, etc)

indication of scale, size,

responsibility, timescale, and
territory of role

outline of ideal candidate profile expressed in 'second-person'

indicate qualifications and

experience required (which could be
incorporated within candidate
profile)

salary or salary guide

whether the role is full-time or

permanent or a short-term contract (if
not implicitly clear from elsewhere in the
advert)

other package details or guide (pension,

car etc)

explanation of recruitment process

response and application

instructions

contact details as necessary, for

example, address, phone, fax, email,
etc.

job and or advert reference (advert

references help you analyse results from
different adverts for the same job)

website address

corporate branding

quality accreditations, for example in the

UK, Investor in People

equal opportunities statement

alternative job advertising and recruitment

methods
An alternative approach is to place the advert with application form,
instructions, job description, candidate profile, etc., as downloadable pdf
or similar files on the internet, and use a smaller advert in your chosen
media, containing far less detail, which acts as a signpost to direct people
to the website URL. This enables a high-impact relatively low-cost small
printed media advert.
Consider also:
Out-placement organizations. (Which help place people in jobs who have
lost theirs for one reason or another - often very high-calibre people lose
their jobs, for no fault of their own. Also, organizations commonly use outplacement companies to help find jobs for staff who have been made
redundant, and this route offers a rich pool of talent and experience).
And in a similar vein, armed forces resettlement programmes. (The armed
forces produce a constant stream of highly trained, highly disciplined,
technically very competent people. So do the police and fire services.
Many of these people retire early, or leave the services before retirement,
in which case they often pass through resettlement programmes, which
can be a very worthwhile recruiting pool.)
Universities, colleges and schools.
Trade associations and membership bodies.
Internet recruitment resources.
Using headhunters for middle and senior positions.

Before you write your job ad, complete a job analysis and description. This information will
help you write an ad that will attract candidates to your company. The best way to avoid
wasting time on interviews with people who do not meet your needs is to write an ad that will
lure qualified candidates and discourages others. Consider this example:
Interior designer seeks inside/outside salesperson. Flooring, drapes (extensive measuring),
furniture, etc. In-home consultations. Excellent salary and commission. PREVIOUS
EXPERIENCE NECESSARY. San Francisco Bay Area. Send resume to G. Green at P.O. Box
5409, San Francisco, CA 90842.
This job description is designed to attract a flexible salesperson and eliminate those who lack
the confidence to work on commission. The advertiser asks for expertise in "extensive
measure," the skill she has had the most difficulty finding. The job location should be
included to weed out applicants who don't live in the area or aren't willing to commute.
Finally, the capitalized "PREVIOUS EXPERIENCE NECESSARY" underscores that she will
hire only candidates with previous experience.

To write a similarly targeted ad for your business, look at your job specifications and pull out
the top four or five skills that are most essential to the job. Don't, however, list requirements,
other than educational and experience-related ones in the ad. Nor should you request specific
personality traits (outgoing, detail-oriented) since people are likely to come in and imitate
those characteristics when they don't really possess them. Instead, focus on telling the
applicants about the excitement and challenge of the job, the salary, what they will get out of
it and what it will be like working for you.
Finally, specify how employees should contact you. Depending on the type of job
(professional or nonskilled), you may want to have the person mail, fax or e-mail a cover
letter and resume, or simply call to set up an appointment to come in and fill out an
application.
Excerpted from Start Your Own Business.

Clients often ask us how we attract so many incredible creative freelancers.

We believe that part of the magic is being able to write compelling job descriptions that not
only explain the role, but also illustrate why a particular job really stands out from the rest.
Just as we encourage candidates to craft clear, concise, and engaging resumes/portfolios, we
encourage hiring managers to be equally diligent when they set out to hire those candidates.
Never ones to shy away from providing assistance, we asked super agent Fay Scott to pass
along some hot tips for writing a job posting that gets results.
Whether youre posting on a broad site like Monster, or a specialized one such as
MediaBistro (or even your own site) were sure these tips will you save time and draw the
best candidates for your open role.

http://vitamintalent.com/vitabites/six-steps-to-writing-a-great-job-posting#
Think of a job posting as you would an online dating profileyou need to make a good first
impression if youre going to get good results.
Just as in dating profiles, using tired clichs (think long walks on the beach), is not going to
get you the best candidates out therethe ones that can grow your business and add value to
your team. You need some copy writing firepower.
So here are six tips to help you position your job opening as an exciting opportunity and help
you locate that elusive Mr. or Ms. Right. (For the position that is...)
1. Use a job title thats both searchable and relevant to a broad audience. Perhaps your
company doesnt use the same job titles as everyone else in the industry. What some groups

call a Creative Production Specialist may be more commonly referred to as Production

Artist, for example. If you want to attract the best candidates, youll need to to stray from
company semantics and use the title that best describes the position (and that includes stage
of career: junior vs. senior, associate vs. coordinator, manager vs. director.) If your job title
isnt a common one, its certainly not going to come up in common job seeker searches.
Resources like the AIGA/Aquent Salary Survey or our Team Builder for help with definitions of
creative positions.
2. Sell candidates on your company. Even before you go into the details of the job function
and requirements, you need to promote why your company is so cool. Have free breakfast
Fridays? Flexible work hours? Encourage creative input? Tell the world! Let candidates know
what your company culture is like and why working with your team (or your project) is more
appealing than all the other (similar) job opportunities out there. Be sure to include links to
your website, your latest news and press releases, and links to your companys social media
presence to give candidates lots of reasons why your company rocks.
3. Sell candidates on the role. Whats the best thing about having this job? What types of
projects or clients does your team handle? Does your team push limits and use the coolest
technology out there? Do tell. To see what I mean, take a look at the examples below. Both
postings are for Web/Print Senior Art Director roles, but each will appeal to very different
candidates:

Close-knit in-house creative team seeks a Senior Art Director to be the

visionary behind cross-channel web/print campaigns for a Fortune 500 brand.
Prominent local branding agency is looking for a Senior Art Director to drive
web and print creative in a both hands-on and conceptual capacity for a hip childrens
clothing client.

4. Make sure your requirements are clear. Share the requirements for your role, as well as
whether they are must haves or nice-to-haves. This list should mirror the performance you
expect from the candidate you hire and guide your feedback throughout the project. If you
make it clear that experience in an industry is a must, but experience with a particular
technology is a nice-to-have, you will improve the chances of getting the right candidates to
apply.

Ability to deliver 80+ of creative projects per month, on time, under budget,
with incredible attention to detail
MUST have 3+ years of experience in healthcare industry
HTML5 coding experience is a PLUS

5. Tell candidates what you need to see from them. You may think this is overkill, but if you
want to set candidates up for success, its the best way to communicate what the boss (the
hiring manager) is looking for in a portfolio or resume. Doing this will save everyone a lot of
time, believe me. Think carefully about candidates who dont comply with your request. Their
choice to ignore (or miss) steps in your application process often shows how theyll perform
on the job.

Include your latest UX project in your portfolio (including preliminary research,

wireframes, and user flows)
Include code samples via live links or HTML files for review

6. Ask candidates to do more than push a button.Request a blurb about why candidates
think theyre the best fit for the position. Or come up with a relevant question that candidates
can answer as part of their submission. Doing so will uncover additional details that may not
be communicated through the standard resume or cover letter, and will give you another
chance to gauge communication ability and style. You can also find out which candidates are
truly interested in the position and which may be applying to openings in bulk.

Give an example of a time youve tackled a difficult design challenge. How did
you approach it and what was the outcome?
What are some nuances between email marketing to the B2B and B2C
audiences?

And those are just a few ways you can improve the experience for job seekers and improve
the results of your postings, too.
Its a win-win, and even better, its all stuff you know lots about: Y-O-U! Being super clear
about what you really want your ideal candidate to have and to do as part of your team will
ensure you get the right personand that the person you bring on will be set up for success
before you even interview them.

Got any job posting tips we missed? Let us know!

http://www.careerfaqs.com.au/careers/job-hunting-tips/how-to-write-a-successful-job-ad/
How to write a successful job ad
Writing an effective job advertisement is the best way to woo the right applicants and will help you sort the wheat
from the chaff. You need to present your company in the best light, as well as accurately describe the position and
its role within the company. The more specific you are in your criteria, the more effectively you will target the right
applicant and see if theyve bothered to read the fine print.
Putting together an effective job ad is simple if you stick to some basic guidelines.

Job title
Make sure you include the professional job title at the top of the ad. Potential applicants will search for certain
keywords in relation to the position, so its a make-or-break manoeuvre. Make it simple, honest and to-the-point.
You may choose to add extra information if it makes the job title more specific for example, Project Manager
Financial Services is more informative than simply Project Manager.

The company
After knowing what the job is, the applicant wants to know exactly who they will be working for. Show how
desirable your company is, the opportunities it presents and why a talented worker should uproot from a current

job to come and work for you. You could include some points about the organisations position in the industry, the
central location of the office and opportunities to travel or be promoted within the company.

Job description
Now you need to tell your future employees exactly what the job entails. Top performers respond to challenges
more than money, so you want to make the job sound rewarding and stimulating. Tell potential applicants what
they will be responsible for; give an outline of their day-to-day tasks and who they will be answering to. This will
give job seekers an idea of the expectations for the role. Also mention when the position will commence and
whether its full-time, part-time or contractual.

Ideal candidate description

Its time to let potential applicants know exactly what you want out of them. This isnt the time to beat around the
bush you want to filter out the unsuitable people before you find yourself with a stack of useless resumes. Also,
giving a strong description will attract people who are after a challenge.
Many companies make the mistake of using lots of buzzwords that dont necessarily translate into anything
practical. Use criteria that mean something, like how much experience is desirable and what level of education is
expected. Also outline what skills are required for example, customer service or specific computer programs.
If there is a clear outline of the ideal candidate for the job, it will mean stronger applications as well as applicants
who will fit into the dynamics of the company. You may choose to use bullet points to cover characteristics such
as:
Highly motivated and results driven
Excellent communication, presentation and time management skills
Energy and enthusiasm
Sound judgement and decision making
Highly numerate with superior analytical skills
A commitment to outstanding customer service
Attention to detail

Salary package
The salary question has to be broached at some point. Most people scanning a page of ads gauge their suitability
for the role on the wage. If a media manager who is on
$40 000 sees a job ad for a media manager on $200 000, they may think its out of their depth. You should also
list any extra perks that will set you apart from the competitors. A fantastic location or unusual perks of the job,
commission, supportive worklife balance policies or flexible work hours can be effective selling points.
Alternatively, you could write salary package to be negotiated if the level of the job is evident.

Layout
A simple job ad is an effective one. Ads that are plainly written and clearly formatted are easier to read and will
enable job seekers to quickly assess their suitability for the job. Bullet points work well.
Steer clear of complicated job descriptions, fancy designs, funky language or anything out of the ordinary.
Someone reading a job ad with lots of fancy, yet confusing jargon will wonder straight away what the catch is.

How to apply
Make sure the method of application is clear. Most advertisements have a contact email and number with the
name of the person applicants can direct their enquiries to. Dont forget to put a closing date on applications!

Dont discriminate
A recent survey by Kelly Services found almost half of business professionals would be in breach of antidiscrimination laws when writing a job ad. Putting together a job ad that doesnt discriminate is actually harder
than it sounds firstly because there are so many groups you can discriminate against, and also because laws
vary across states.
In general, all jobs must be open to all people on the basis of merit, and only merit. That means the job ad cant
discriminate against age, gender, sexual orientation, disability, transgender status, industrial activity, marital
status, family responsibilities, breastfeeding, physical features, political belief or activity, pregnancy, race, or
religious belief or activity.

Where to publish your job advertisement

These days jobs are most often posted online. The largest Australian job boards are on the Seek, MyCareer and
CareerOne websites. You could also choose to publish your ad in your local paper or the MyCareer lift-out of the
Sydney Morning Herald. Government jobs are also posted on the website APSjobs.gov.au or the print version of
the Australian Public Service Gazette. Make sure you publish your advertisement in a place that will reach the
right demographic for the job.

http://resources.workable.com/store-manager-job-description
Store manager job description
Job brief

We are looking for a results driven store manager to be responsible for the overall store
management. The successful candidate will be able to enhance customer satisfaction, meet
sales and profitability goals and manage staff effectively.
Responsibilities

Develop business strategies to raise our customers pool, expand store

traffic and optimise profitability

Meet sales goals by training, motivating, mentoring and providing

feedback to sales staff

Ensure high levels of customers satisfaction through excellent service

Complete store administration and ensure compliance with policies and
procedures

Maintain outstanding store condition and visual merchandising standards

Report on buying trends, customer needs, profits etc

Propose innovative ideas to increase market share

Conduct personnel performance appraisals to assess training needs and

build career paths

Deal with all issues that arise from staff or customers (complaints,
grievances etc)
Be a shining example of well behaviour and high performance
Requirements

X+ years of successful experience in store management

Powerful leading skills and business orientation

People and customer management skills

Strong organisational skills

Good communication and interpersonal skills

BS degree in Business Administration or relevant field

--------------------

http://www.manager-tools.com/2011/02/write-a-job-advertisement-part-1

de ascultat !!!!!!!!!!!!

http://www.exforsys.com/career-center/career-tracks/duties-and-responsibilitiesrelated-to-being-a-retail-store-manager.html

Duties and Responsibilities Related to Being a Retail Store Manager

By Exforsys | on September 26, 2006 | Comments: 2
Career Tracks

Duties and Responsibilities Related to Being a Retail Store Manager

The position of retail store manager is one that holds vast duties and great responsibilities.
There are a wide variety of retail stores which employ retail store managers to maintain the
overall quality and day-to-day operations of the establishment. In order to learn more about the
duties and responsibilities of a retail store manager, it is important to highlight what in fact
these individuals do on a daily basis.

What Is a Retail Store Manager?

The retail store manager is an individual who oversees the daily operations of a retail
establishment. That individual is responsible for overseeing the daily work of subordinate
employees, ensuring that customers have a pleasant shopping experience and completing many
other duties necessary to run the store in an effective and efficient manner.

What are the Duties and Responsibilities of a Retail Store Manager?

There are many duties this individual is responsible for completing and each duty in and of
itself is vital to the smooth operation of the store. The first main duty of a retail store manager
is overseeing the hiring, firing and maintaining of personnel. These individuals are ones who
make the store a success and it takes a strong manager to ensure that the perfect individuals
are hired to fill sales associate positions, clerical positions and other important job titles. In
addition to these tasks, the retail store manager must see to it that each individual is adequately
trained to fill their job title and supervise the work that they do throughout their employment at
the store.
Another important duty and/or responsibility of the retail store manager deals with the money
that comes into the store and goes back out as well. The retail store manager is responsible for
handling the turning in of cash at the end of each sales associates day and is required to ensure
that all the money is accounted for in the end. In addition, a retail store manager is usually
responsible for paying the employees and ensuring that the paychecks match the hours worked
by each individual. Meticulous records are needed to be kept by the retail store manager to
ensure that all money which has come into the store is accounted for and sales associates and
other store employees are paid as they should be.
Inventory is another responsibility of a retail store manager. Since there needs to be goods in
stock to sell, it is imperative that the retail store manager check the inventory on a frequent
basis and make sure that orders are in when they are supposed to be. In addition to checking
retail store stock and ordering goods, the retail store manager also needs to be responsible for
paying for the goods which are ordered as well as keeping track of how much is spent on
procuring the goods.
One very important duty of the retail store manager relates to customer service
responsibilities. From time to time, shoppers within the retail store will ask to speak with a
manager whether it be to issue a complaint regarding their shopping experience or provide a
compliment to an employee or the store itself. The retail store manager is the higher up
individual in the retail ranks who provides an ear to customers who wish to express either their
pleasure or displeasure regarding an aspect of the store. Therefore, the retail store manager
must be extremely well versed in matters of customer service.
The retail store manager is also the pertinent individual at a retail store who confers with the

higher up individuals on the corporate level. Since the retail store manager is on the premises
on a daily basis, they are the best individuals to let the corporate office know how that
particular store is doing. This relates not only to sales but to employer-employee relations as
well. This individual is also the one who handles occupational safety and employee relations
within the store and relates any issues back to the head office.
Lastly, the retail store manager is the person at a particular retail store who may handle
advertising and promotional displays. The retail store manager is one who must make their
individual store shine when it comes to presenting various promotions in a favorable and
enticing manner. Although they may not be responsible for drafting the advertising materials,
they should be knowledgeable in how to display the information so that it has the maximum
amount of potential possible.

What Makes the Perfect Retail Store Manager?

There are a few things which the perfect retail store manager will embody. One positive trait
which makes a wonderful retail store manager is an individual who has exceptional
conversational skills. Since a main component of a retail store managers daily duties is to
interact with customers and employees, it is very important that they know how to converse in
such a manner which is courteous yet effective. Looking for individuals with this trait will help
interviewers to find the best type of retail store manager.
Past experience is another important aspect which all retail store managers should have.
Although past employment may not be the only contributing factor to obtaining the best
possible candidate for the job, it still is a highly desirable one. Choosing a retail store manager
who has some past managerial experience will equate with less training that is needed and
perhaps a more established and useful manager overall.
Another trait to look for in a potential retail store manager is professionalism. A professional
store manager not only will benefit the customers who enter the store on a daily basis but will
be a good morale booster for other employees as well. A professional retail store manager does
not have to be stuffy yet must know when it is the right time for serious behavior and when
he/she can take a lighter attitude with both the customers and employees.
A great retail store manager should also have excellent mathematical skills which may benefit
the store the most. Since efficient math skills are an important thing for retail store managers to
have since they will be working with money on a daily basis, it is good to have this particular
quality.

Conclusion
These are just some of the many duties and responsibilities which retail store managers must
undertake on a daily basis. By understanding these roles one may be better able to tell if the
position of retail store manager is right for them.

To be considered for this role you must be a proven store manager within the premium market, be proficient in
operations as well as people management and, above all, be customer centric. You will be responsible for the full
management of the store including networking and hosting store events so it is essential you are able to build
strong relationships both internally and externally.
Due to the high volume of CVs we receive we are only able to contact successful candidates

Retail Store Manager

Poole, Dorset

24,000 per annum, OTE

11 applications

Job type: Permanent, full-time

Date: 4 days ago

Reference: 24917683

More jobs from Machine Mart

Where youll be working:
Machine Mart are the UKs leading specialist retailer of workshop power tools and equipment to the general
public and trade customers. With 64 stores nationally and over 30 years in business we are at the forefront of our
sector and are supporting our recent success with continued growth and new store openings through this year and
next. For further information on our company and our product range, visit our website: www.machinemart.co.uk
What youll be doing:

Youll be responsible for the day to day management of the store.

Youll be leading from the front, managing a small team of between 4 - 6 members
of staff

Youll be committed to motivating your team to deliver a great customer

experience as well as achieving challenging sales targets

Youll be committed to offering honest advice and building a rapport with

customers, exceeding their expectations and reassuring them when they're bewildered by
choice
What youll need - skills and experience:

Proven experience of leading a small team

Managerial experience within a retail or field sales position, ideally in a hard goods
environment

Proven experience in achieving sales targets and KPIs

Proven experience in motivating your team

Youll have practical experience / knowledge of some or all of our product range

You will be a confident, enthusiastic and driven team player

You will be committed to learning and developing yourself and your team

Your personal skills will include accuracy and numeracy as well as basic computer
literacy

Youll possess the desire to succeed both individually and as leader of the team
What youll get in return for your commitment:

An attractive basic salary plus sales related commission

Staff discount

Work wear provided

Employee Assistance Programme

Private Healthcare Options

With all these advantages what are you waiting for - make the move today!

Store Manager

Northampton, Northamptonshire

20,000 - 22,000 per annum

7 applications

Job type: Permanent, full-time

Date: 4 days ago

Reference: 25302745

New Store Opening- Northampton

We are currently recruiting on behalf of an established multi- product retailer, who provide a wide range of
consumable goods and products for the home. The brand has a nationwide presence on the high street with more
than 200 locations across the UK and have plans to rapidly expand over the next 5 years.
We are looking for an experienced Store Manager to join the business to run their store in nORTHAMPTONwith
responsibility for driving all areas of the store you will manage your teams performance to deliver results in line
with business strategy. You will monitor and drive a range of KPIs and ensure that your customers receive the
highest standards of service within a fast paced, high volume retail environment.
You will have experience at Store Manager level preferably within the multi product or food sector and be used
to working to strict deadlines within a fast paced, varied environment. Candidates who have experience of
working with a high turnover are encouraged to apply!
If you are an experienced Store Manager and this sounds like you, please apply online. We would love to hear
from you.

Job Opportunity
The career you WANT:

You will play a key role in driving sales in Consumer Electronics, Wireless and Bell Residential Services while
working towards being the customers consumer electronics and communications store of choice. You will be
responsible for the overall operational management of a retail store unit. The objective is to maximize sales and
profits through the effective management of people, inventory, expense control and fixed assets. As a member of
the Sales & Operations team, you will be a strong Brand Ambassador with an opportunity to join an organization
that has over 40 years of excellence as a Canadian electronics retailer with more than 700 locations nationwide
and growingCOME GROW WITH US!

Who we WANT:

An energetic and enthusiastic individual who can communicate effectively and enjoys interacting with
new people ever day

A leader who is driven to succeed and fosters growth, learning and advancement

A strong individual who can lead by example through maintaining a high level of personal sales

Someone who is passionate about electronics and the latest technology

The skills we WANT:

You have a minimum of 1 year experience in a sales environment and/or customer service environment,
preferably in telecommunications with demonstrated leadership and management skills

Proven ability to recommend product and close the sale

A strong focus on coaching and developing teams

Post-secondary education in administration or management is a definite asset