Assignment

Human
Recourses
Management
M. Zeeshan
Q. Develop a Job Advertisement?
Ans:
Pick a job title:
The job title in the ad doesn't have to be the exact same as the job title that
candidate will actually possess. Choose a title that includes key terms that qualified candidates
may include in their job search. Additionally, make sure the job title describes the job being
performed as well as the level of work.

➢ For example, instead of labeling the job “Sales Position,” try “Entry-level Pharmaceutical
Sales Representative.”
➢ Avoid acronyms or abbreviations with which all candidates may not be familiar.
Introduce your company:
This should include key words and phrases that clearly summarize your
company and explain your business' industry, your company's culture, your company's mission
and why this is a great place to work.
For example, “The mission of Company XYZ is to offer customers high quality technical
engineering services at an affordable price. Founded in 1970, the company is headed by John
Smith and located in Sacramento, California. Our goal is to target small companies and
government organizations, to seek major contracts and strategic alliances.

Write a general position summary:

This is used to clearly explain the obligations of the position so that the
candidates have a clear picture of performance expectations. The functions should include level
of importance, level of complexity, and all essential tasks should be listed. List about eight to ten
key responsibilities of the position.
For instance, you could write, “The essential duties of the catering manager include many
responsibilities such as securing a venue; interviewing merchants and executing contracts;
overseeing food delivery and preparation; and managing all event staff.

Include “hard” candidate requirements:

These should be basic qualifications that candidates must possess in
order to be considered for the position. They must be closely related to the duties of the position,
and must be necessary to successfully fulfill the essential functions of the position.
 ➢ Requirements must be objective. For instance, instead of saying, “Seeking a candidate
that went to a 'good' school,” try saying, “Seeking a candidate with a Bachelor's degree.”
➢ Prerequisites must also be non-comparative. For example, instead of asking for a
candidate who “is within the top five candidates in years of experience,” seek instead a
candidate with simply, “five years of experience.”
➢ Requirements listed must be business related. For instance, you cannot ask for a
candidate to have volunteer experience unless it is relevant to the position.
➢ Avoid discrimination by selecting words and phrases that do not adversely limit a
protected class or group of people.
Determine preferred candidate qualifications:
Preferred qualifications are traits that are desired, but not necessarily a
prerequisite for employment. These are often identified as “soft skills.” These skills and abilities
are used to determine whether a candidate possesses a higher aptitude level with which to
complete the duties listed in the job description.

Provide application procedures:

Tell candidates how they should go about applying for the position.
Will the application be on-line? Should they email a resume or cover letter? Provide all
instructions and also provide contact information such as email, phone number, and company
website.
For example, you may say, “All interested candidates who meet the necessary
qualifications should email their resume and cover letter to example@example.com.”

Decide what additional information you'd like to

include:
Some employers choose to include base salary information (per
hour/per annum), commission, bonus opportunities, benefits etc. You can also choose to
designate the employment type and length such as permanent employee, a temporary hire, a
contractor, or whether employees will be full-time, or part-time. You can also include the
location of the position and whether travel is involved.

➢ Attract the best candidates by highlighting the benefits that help your company stand
apart from competitors, such as a high pay scale, bonus programs, flexible working
hours, career development opportunities, or any other “perks” that may appeal to
potential candidates.
➢ Templates and checklists can be used to determine what information to include, and in
what order.