HUMAN RESOURCE MANAGEMENT PRACTICE - Fichier PDF

Recruitment and selection ❚ 417eye-catching headlines and writing good copy. It can devise an attractive house styleand prepare layouts that make the most of the text, the logo and any ‘white space’round the advertisement. Moreover, it can advise on ways of achieving visual impactby the use of illustrations and special typographical features. Finally, an agency canadvise on media, help in response analysis and take up the burden of placing advertisements.The following steps should be taken when choosing an advertising agency:●●●●●●Check its experience in handling recruitment advertising.See examples of its work.Check with clients on the level of service provided.Meet the staff who will work on the advertisements.Check the fee structure.Discuss methods of working.Write the copyArecruitment advertisement should start with a compelling headline and thencontain information on:●●●●●●the organization;the job;the person required – qualifications, experience etc;the pay and benefits offered;the location;the action to be taken.The headline is all-important. The simplest and most obvious approach is toset out the job title in bold type. To gain attention, it is advisable to quote the salary(if it is worth quoting) and to put ‘plus car’ if a company car is provided. Salariesand cars are major attractions and should be stated clearly. Applicants arerightly suspicious of clauses such as ‘salary will be commensurate with age andexperience’ or ‘salary negotiable’. This usually means either that the salary is solow that the company is afraid to reveal it, or that salary policies are so incoherentthat the company has no idea what to offer until someone tells them what he or shewants.The name of the company should be given. Do not use box numbers – if you wantto remain anonymous, use a consultant. Add any selling points, such as growth ordiversification, and any other areas of interest to potential candidates, such as career