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Four Critical Questions to Ask Before Advertising a New Job

By on 11/24/2011

After writing the job description for your new position, the next step is to craft the advertisement. Although the description is the hardest and most important part, the other components to the listing take time to draft as well. In addition to a solid job description, you need to know:

Job ranking and title: Many applicants search for jobs by job title, so it’s important to include something indicative of the position, even if you end up changing the title later. Determining the rank of the job will help to create at least a temporary job title. Additionally, for mid- and senior-level positions, candidates will want to know how many direct reports they’ll have, so this should be included in the advertisement. Even for entry-level jobs, applicants might be curious how many managers they’ll report to. While you probably won’t include that information in your job advertisement, you should know the answer in case the question is asked.
Job requirements: Based upon the tasks you’ve assigned to the job, think about who your ideal applicant would be and identify a list of necessary skills and experience Take a few moments to review advertisements for similar jobs from competitors or businesses in other industries. Are their requirements less strict than your own? It’s okay if your own listing varies; not every job or company will have the exact same needs. But if you’re advertising an entry-level position and are asking for five years of experience while your competition is only calling for one, you may be overestimating what’s truly required for the job.
Hours and location: It may seem obvious, but work hours and location are crucial information and need to be included in your listing. You should stipulate whether the job is full-time or part-time and what typical work hours will be For part-time roles, include how many hours workers can expect per week. Businesses with multiple locations should specify which branch the position is for. If your business decides to advertise anonymously, you should at least include a city or neighborhood in your listing.
Salary and benefits: Not all job ads offer salary and benefits information, but all candidates will want to know. Regardless of whether you choose to include the information in the listing, you’ll want to have an answer ready when candidates ask. Even if you opt out of divulging specifics on the advertisement, you might want to include a sentence or note – for example, “Includes benefits” – since this will often grab the attention of job seekers.
Hiring and Performance