Professional Documents
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The advertisement
With out a doubt, most advertisements for employment hide more than they reveal, don't sell the
position, fail to highlight benefits and, more often than not, don't include the price (salary).
In the ad, we must apply the same principles the retailer uses to entice prospects to purchase or
inquire about the product.
Remember, pictures attract the eye, so if you have a logo, use it.
• Logos also work towards brand identification.
• Head: Highly desired ... a talented director of research who wants to contribute to our
growth
• Subhead: Yes, be part of our management team, and secure your future now... Read this
It is important to think about the needs and motives of the ideal candidate. To discover this, ask
others why they enjoy working at your organization. Chances are that their response will be:
• Prominent company
• Enjoy the work
• Convenient location
• Like the local community
• Like to produce something tangible
• Like a challenge
• Busy environment
• Team environment
• Like to contribute to the results
• Builds on personal goals
• Compensation
A key to successful recruitment advertisements is to market these and any other benefits to
potential applicants. Try using these benefits in your headlines and sub-headlines to attract
qualified applicants.
In the copy, you need to tie in the features of the position to the benefits they offer. Here are some
examples…
• You will have your own specific clients to help build their business and add to your
personal satisfaction and company value
• Create brilliant strategies for our new technologies … We'll teach you how they work!
• Show your skills in business finance and practical solutions, and we will secure your
future and provide the training also!
Remember, copy is where the real selling gets done, so be specific; don't get sloppy or wordy, but
do tell the features and sell the benefits.
Allow space
Make the ad large enough to fit the copy, not the other way around, as many do!
Make the task of applying as simple as you can. If you want to screen candidates on the phone or
via email first, say so in the ad.
Or, if written applications are required, ask for that form from the candidate.
Be sure to give full details of your name, position, company title and address, email address,
website address, phone numbers and times to phone if applicable.
(Note: Try making sure there are 2 forms of contact. Example: fax and email, phone and email,
website and phone, etc.)
Contact us
Feedstuffs Agribusiness Media has staff on hand that can help you write and design your
recruitment advertisements. For assistance or to get your ad out to Feedstuffs' qualified audience,
contact:
Cory Huseby
Feedstuffs Classifieds
chuseby@feedstuffs.com
952-930-4377
Fax: 952-938-1832