With todays technology, every single corporate interaction whether it be in their service, their supply chain or their recruitment process, are more exposed than ever before. Subject to on-line reviews, stories going viral and leaked information, it doesn’t take much to have a PR crisis for the slightest of slip-ups.
As a recruitment specialist, Staff One is often drafted in to consult on and improve recruitment and candidate attraction processes. Our first rule of thumb is that everything should be considered as an exercise in public relations.
Job descriptions offer an excellent opportunity to introduce your organisation to the buying public, to potential recruits and to your competitors as a competent and credible player in your market.
A café-turned-arts venue has come under fire after posting a job advertisement for an office administrator slating millennials’ attitudes to work.
After struggling to fill an administrative vacancy, the Tea House Theatre in London published an advert insulting the attitudes of previous candidates. It asked: “Are you just not taught anything about existing in the real world, where every penny counts. Did no one teach you that the end of your studies is the beginning of your education?”
The posting on the Arts Council’s website, which has since been deleted, added that the company is seeking a “grafter, who can commit”, and possesses “the absolute dogs in office skills”. The advert said it had “not been impressed [with the applications] so far”.
Our tips for positively introducing your company in a job description:
- Introduce your main/head/base office as well as the site location (if they differ)
- Include an element of “your story” so far
- Include how long you have been established
- Describe who/where/how many your clients are
- Suggest any key assets or perk that make your employment sought after
- Explain why the role has been created (growth/cover/newly created)
- Include any awards or accolades within your industry or the workplace
- Describe any growth or opportunity that the company is presently experiencing
- List where additional information about the company can be found (online/social)
- Describe the type of people or personalities currently in the business
Now, we understand that including each of the above may be a bit overkill but a good mix of a few should set you on the path to a golden introduction to your organisation. As much as the recruitment process is an opportunity for a candidate to sell themselves to you, it’s also also important to sell your organisation to passive and potential recruits.
Ultimately and possibly above all else; we couldn’t recommend anything better than contacting Staff One to assist you with your recruitment process. Economically, professionally and effectively better. We’d love to hear from you!