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Bert Seither: Writing a job ad for your small business

Posted by admin on December 17, 2014 in Uncategorized |
Bert Seither, The Startup Expert™

Bert Seither, The Startup Expert™

Small business owners who are overwhelmed with their workload or base of customers may consider putting out a fishing line to find some help in the form of employment opportunities. If you’re looking to hire someone, you’ll likely need to write up a job ad outlining the responsibilities for such a position and the required qualifications to perform the work at-hand. Bert Seither, The Startup Expert™, offers a few tips on writing a job ad:

– Come up with an appropriate job title.

Some people are in love with job titles, while others don’t really care for them. When writing a job ad, however, there needs to be a title to it. This could be anything from “Administrative Assistant” to “Landscaper” to “Marketing Manager.” If a title doesn’t come to mind easily, consider the job requirements and what broad area a new employee would be working in.

– Explain your company and its goals.

Bert Seither, The Startup Expert™, recommends putting in a short summary of your small business. This could include name, location, year established, size, and any other pertinent details you feel job candidates should be aware of before applying. In addition, it’s worth writing a sentence or two outlining your company’s goals. This should have a positive spin that would persuade individuals to apply and have a desire to work for you.

– Clearly define the job’s responsibilities.

This is perhaps the most important section of any job posting. What will the person be doing? What type of physical labor is involved, if any? Is travel required? How will the new employee’s duties alleviate some of your stress and benefit your business? Don’t forget to include a schedule of working hours if you’ve determined that, along with part-time, full-time, or contract work. You may want to lay out this information using bullet points.

– Clearly define the job’s qualifications.

This section should detail what skills, education, and experience a job candidate should possess to be considered for your opportunity. What type of degree should they have? How many years of experience should be on their resume? What special skills would make them an ideal candidate for the position? Remember that many applicants will apply for jobs for which they meet most of the qualifications – not necessarily all of them.

– Be leery of including specific compensation details.

Some people look specifically for salary information when searching for jobs. So, Bert Seither, The Startup Expert™, notes that there are both pros and cons to including specific compensation information. It’s more of a subjective thing. You could put a range of wages, such as $12 – $15 per hour, but then qualify this range with a phrase like “depending on experience.” If you plan to offer benefits, you may not need to specify them in detail, unless you think they’d persuade more quality candidates to apply.

– Specify what applicants need to give you and how to apply.

Let applicants know what information they need to give you – and how to deliver it. Consider asking for a resume in a specific file format (.docx, .pdf, etc.). You may want them to write a cover letter explaining their background and why you should hire them. You could ask for work samples, such as writing samples if you’re hiring for a copywriter or website links if you need a web designer. You might even want to ask candidates to send desired salary requirements if you don’t list this information. Tell applicants how to get all of this to you – by e-mail, by dropping it off at your office, by phone, or through any other creative method.

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