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A brief study of the above advertisements can be depicted on the following basis:

Job snapshot Job description and role of employee Job code and title Educational requirements Experience and skills required

Presentation style:
Companys logo with name on top. Description in bulleted heads about the responsibilities of the job and also the skills required. Description about the company.

Job specifications with the company name at the top. Vacancy details, i.e. title, type, salary, location etc. Companys summary. Position summary and role or the responsibilities

Presentation Style:
Well organized tabular format for the vacancy. No logo or punch lines shown. .

Job vacancy details. About the company Educational qualifications required. Benefits and details on sending queries. Companys address with logo

Paragraph style advertisement. Companys logo shown on the last corner of the ad.

Company logo with name at the top of the ad. Job details in short. i.e. job title, contact name ,company type. Pay type. Job description with position summary Essential duties and responsibility details Necessary skills and job requirements.

All details shown under bullets with a proper heading. Company logo with name placed at the centre of ad. No extra information shown.

ADVERTISEMENT 5: Presentation &contents:

Paragraph style ad with companys logo and name. Job title is shown at middle with all necessary requirements and other details of the job in an as a paragraph.


Advertising is an art not a science. Effectiveness of which cannot be measured with a mathematical or empirical formula some advertisers argue that advertising efforts go to waste, but every advertiser is keenly interested in measuring or in evaluation of ad. effectiveness. The advertisements above were taken from various websites and newspapers which carry the vacancy details designed in different manners for different purposes. The main objective of all the above ads is to attract the attention of eligible candidates so that the company is able to select the right person or the eligible ones.On the other side, a candidate is able to have a good understanding of the job market and also came to know, how personal/professional experience relates to the jobs available. The presentation styles and all the contents were analysed and very well interpreted to look for the best ad or the most attractive one. The above five advertisements were compared on the basis of their cotent, presentation and style and it was found that advertisement 4 was the best among all. In my opinion after studying all the five, I found the job advertisement made by Samsung Electronics America, Incorporation was the best as it was perfectly designed according to the demand of the company. The other advertisement either contains information that was quite lengthy which is time consuming or some wont pass enough information about them or their company in their ad. The ad made by Samsung company precisely have all the information which a candidate searches for. Added the logo was not at all dominating the ad as it was very well placed that makes the ad effective. The various heads contains bulleted information , i.e. no paragraphs involved that acts like stories. The other four job ads were not as much effective as some flaws were there in the presentation style or some lack in their contents.

A good ad, no matter what size, can be easily split into five key areas and all need to be covered: 1. What is the company and what does it do? 2. What is the actual job? 3. Who exactly is the company looking for? 4. How much are they going to get paid? 5. How do they apply? All the above five criterias were fully meted by the fourth one and were sequentially placed within a proper the Samsung inc. advertisement. Also, all the tips of writing an effective job ad described above has been beautifully brought up by advertisement 4, i.e. Samsung incorporation. A candidate can found all that what he/she dreamt for their job to be like. In all, its presentation style and contents involved has made it unique and the best among all the rest.


1. Intoduction 2. Job Advertisements 3. Advertisement format 1 4. Advertisement format 2 5. Advertisement format 3 6. Advertisement format 4 7. Advertisement format 5 8. Advertisement analysis 9. Comparative study of advertisements 10.Conclusion 11. Bibliography

How to write an effective job ad

The job title is the first thing candidates see when they scan the list of situations vacant. It is therefore the most important part of a great job advertisement. It is like writing a headline for a classified ad in a newspaper. Titles that are exciting and call people to action will stand out and make people want to read your ad. The actual content of a job advert is irrelevant if no one is attracted to read the ad.

Job seekers want to know what is in it for them.

To attract top talent, always remember that "it is not what a job seeker can do for a company but what a company can do for the job seeker!" Include a brief description of the company and its products or services. Define the culture and why it is a good place to work. What sort of training and career path is available? Describe the position including an overview of the responsibilities and general scope of work. Will the role be part of a team, managing a team, or working independently? Explain why the position is vacant. Outline the skills one require such as work experience, education, computer skills, organisation skills, leadership and communications skills. If travel will be necessary remember to mention this. Lastly, include methods for reply such as email, fax or phone. Try not to write more than 500 words per ad. Adverts that are too long may bore the reader with too many details. Using an outline format with bullets to highlight the specific points makes it easier for candidates to read.

Avoiding Discrimination
You are not allowed to use phrases in advertising that may indicate an intention to discriminate on the grounds of age. For example you cannot advertise for "a minimum of ten years experience" as this effectively excludes applicants under a certain age. An alternative could be, "The successful applicant will have sufficient experience to be independent and operate at a responsible level", or simply "Experience preferred". Ambiguous terms such as "senior", "junior", "mature" could be assumed to indicate an intention to discriminate and may attract complaints. The terms "principal" and "advanced" should be considered. Similarly the term "junior" is unsuitable. "Office Junior" indicates a

younger person and could be replaced with "Office Assistant". The term "mature" is often used in general conversation to indicate age. It is best avoided. Use instead, "responsible", "capable", and/or "possessing initiative". It is unlawful to use language that has a gender bias, such as Draughtsman, Fireman, Salesman, Storeman, Warehouseman. Where historic or longstanding usage prevents the use of an alternative, the words "male" or "female" should follow the term in question.