Need some tips for writing a great online job board advertisement? Before you begin writing your company’s recruitment advertisement, first consider how much money is available for recruitment and the timeframe in which the position needs to be filled. Based on this information, you then can determine the most appropriate media and availability with regards to cost and deadlines. Online job board advertisements allow more room for copy, contrary to print advertising which typically charges advertisers for each and every line of copy.

If you plan on placing more than one ad, or will have several openings, developing a brand and consistency in the ads will deliver a good impression to the candidates. Logos, pictures and colors generate greater interest. You want to draw people to your ad and sometimes by simply bolding the position title, more people will be attracted.recruitment

Here is a recommended outline with tips for online recruitment advertising:

  1. Title of position:  Be sure the title is clear and concise. If your job title differs than the norm, perhaps consider using an alternate job title that clearly explains the role. Often online recruitment ads will only list the job title; make sure yours stands out amongst the other listings.
  2. Job Summary:  Online job boards will show a brief job summary, generally the title and one or two sentences, from which interested applicants can click through to see the full posting . This job summary is the most important part of your ad. If it doesn’t grab attention and compel the reader to click through to your full ad, then you could be missing out on some great candidates. Your job title should be clear, and the first couple sentences of your posting should grab the reader’s attention.
  3. Company:  What does your company do, where it is located, what industry are you in? Make the overview compelling.
  4. The Job Description:  Include main functions of the role, key skills, previous experience desired, relevant qualifications, and bullet point the position's key tasks.
  5. Core Competencies:  Which personal attributes are required to be effective in the role i.e. innovation, motivation, organization.  Describe what the successful candidate will be like. Talk about team fit and the culture of your organization.
  6. Prospects & Job Benefits:  What does your company have to offer? Is there career progression, privileges, benefits, vacation time, etc?
  7. Contact:  Recruiter’s name, phone number and email address – Make sure they know what times you’re available too!
  8. Specific Requirements :  If you have specific requirements such as salary restraints, minimum education or experience, be sure and list these clearly in your ad copy.

For specific questions or concerns about hiring (or terminating), contact HR Shield.

Many companies focus on community engagement and corporate service programs for specific societal issues, whether that be education, health, culture, environment or poverty. Utilizing your own company’s resources and talent can be a great way to give back to the society that you live, work and play in. Giving back as a company requires direct action and collaboration and can be great for team building and instilling value, pride, social responsibility, leadership and empowerment in your employees.

HR Professionals and HR Departments are often responsible for organizing such efforts, especially if a company is not large enough to have its own designated community outreach coordinator. The fastest way to decide which organizations or causes you want to support, is to ask your employees. Find out what they’re passionate about, what they participate in outside of work, or what they’ve been personally touched by. Whether you have one or several groups in mind, there are many ways to give back this holiday season that are cost-effective for your organization and can get every employee involved. See the following for ideas!corporate giving

Gifts for Families or Organizations in Need: Host an internal company gift drive for those in need. If each employee brings in something small, and you have multiple employees involved, you can touch a number of lives this holiday season. Team building activities can involve organizing, wrapping, and even hand delivering the gifts. Designate certain employees for leadership roles and if you have a lot of employees, consider making teams with different responsibilities.

Holiday Packages for Soldiers: Many soldiers are away from their homes and families this holiday season. Giving back can extend far beyond your immediate surroundings. Host a holiday-package making party for soldiers in your place of employment. This can be easily accomplished by putting different employees in charge of different things such as supplies, donations, card making, and more.

Stomp out Hunger: Many companies host internal food drives, which is a great way to collect a lot of food for those in need. If your company has the resources, or enough time, consider hosting an actual lunch or dinner for the hungry. Designate certain employees for leadership roles such as collecting the food and donations, organizing the event day, inviting people in need, and even cooking. It’s a great way for everyone to work together towards one rewarding day, and interact directly with your community.

Speaking Engagements: Does your company have valuable information and expertise you could be sharing with the community? Perhaps speaking to high school students about the importance of college? What about speaking to the unemployed about resume building? Sharing your best financial practices? Sometimes help doesn’t need to be an actual item or monetary gift, it can be as simple as delivering knowledge that helps people in your community move forward with their lives.

Fundraising: Have a cause you’d like to support, but not enough time or employees to directly engage with the organization? Monetary gifts are ALWAYS greatly appreciated and allow organizations or people in need to purchase the things they need most. Instead of asking each employee to directly contribute, create a fundraising plan, in which employees can collect donations and raise funds. Making teams creates fun internal competition and can increase the amount of funds your company is able to collect. If you have multiple locations or offices, consider having them compete against one another.

Service Hours: Many organizations within your community are in need of service hours and volunteers. Taking a day off from work to volunteer as a company is a great experience, and allows your employees to work on Team Building activities, interact outside of the office, get to know one another, and have fun.

For more corporate holiday giving ideas, contact HR Shield. Our team will gladly provide feedback for those looking to make a difference in their community this holiday season!

According to an article in the New York Times and other recent media coverage, reviews of job vacancy postings on popular sites like Monster.com, CareerBuilder.com and Craigslist.com have revealed hundreds of instances where employers would only consider (or at least “strongly prefer”) applicants who are employed or just recently laid off.

Does your company reject the unemployed simply because they are unemployed? If you do, be careful. You’re walking a thin line between what’s considered a fair recruitment practice and what’s considered discrimination, and your job posting could result in a complaint from the United States Equal Employment Opportunity Commission (EEOC).

When looking for a potential candidate, you do not want to make reference to whether or not the applicant is unemployed. This could be considered discrimination against the unemployed, and while not yet illegal, it could create a number of problems for your organization.

So, what’s the difference between “unemployed” and “unemployable?” In some cases, the long-term unemployed person may be someone who was a poor performer in their previous position and was amongst the first group to be terminated. In other instances, with the economy the way it is, the unemployed person may be a hard working individual with great work ethic, but was laid off for no other reason than the steady decline of demand within their industry.

As an employer, a best practice is to be clear about your vacant job’s duties and responsibilities, and to conduct thorough interviews that will assess the candidate’s skills and competencies for those job requirements. You can inquire about previous employment and periods of unemployment, but only when appropriate. The person sitting in front of you may be a very capable candidate for your company, regardless of how long they have been out of work.  A thorough screening process will assess the candidate’s knowledge, skills and abilities that are relevant to the position; regardless of whether or not that person is or has been unemployed, and will help you find the best qualified candidate.

When advertising a vacant position, be careful to avoid other types of discrimination as well. You cannot state number of years experience wanted, ethnicity preferred, age, union, non-union, gender, disability; it is illegal to discriminate against anyone on the basis of personal characteristics. If possible, have an HR professional review and approve the ad copy prior to placement.

Sexual harassment includes a vast range of behavior from mild annoyances to actual sexual abuse or violence. As an employer, sexual harassment in the workplace is not as obvious as you may think. You may not even realize it’s happening, especially if the victim does not bring it to your attention or report it.

Sexual harassment in the workplace is illegal, and should never be taken lightly. Harassment often creates subsequent problems, that may affect your employee’s career, well-being or even family, and as an employer you are responsible for preventing, protecting and defending your employees if you suspect it is happening.

Pay close attention to the way employees, management or even customers and clients interact with one another. Here are some signs that sexual harassment is occurring in your workplace: 

  • Co-workers addressing each other in a flirty or suggestive manner
  • Sexual innuendoes and other suggestive comments or teasing of sexual nature
  • Excessive or inappropriate touching amongst co-workers: brushing, patting, hugging, pinching, shoulder rubs, etc.
  • Supervisors or managers frequently asking certain employees to stay late or work alone on projects
  • Favoring of employees: supervisors, managers or co-workers repeatedly asking a certain employee to work with them
  • Shut doors: Shut doors are rarely appropriate for the workplace. If a conversation absolutely needs to be kept quiet or private and that requires the door to be shut, some type of monitoring or access to the room must remain open.
  • Private meetings: Supervisors, managers or employees consistently trying to get an employee alone without the company. Examples: lunches, dinners, meetings out of the workplace

Any time that you suspect sexual harassment in the workplace, you should document it, regardless of whether the person you presume victim reports it themselves. Document the situation clearly, including dates, times and descriptions, and then schedule separate and private meetings with both the victim and the person who is acting unacceptably. If the individual doing the harassing is not an employee, the employer must address the problem directly with that individual’s organization.

The employer’s response must be reasonably calculated to end the harassment and prevent it from happening again. Your employee has the right to contact an attorney and pursue potential legal action to further remedy the situation, and as an employer you also have the right to terminate someone based on their inappropriate behavior. Make sure you have proper documentation of all incidences, and call a reliable source for a second opinion before taking any action.

For HR management best practices, or specific questions about workplace harassment, contact HR Shield. With HR Shield, you get instant access to all the information, forms and expert advice you need to keep your employees safe. We’ll help you identify exactly which course of action needs to be taken.

Last year, survey results from Jobvite’s recruiting survey found that 83% of respondents used or planned to use social networking this year as a recruitment tool.  Over 600 human resources professionals completed Jobvite’s online survey, and not to much surprise, the big sites referenced were LinkedIn, Facebook, and Twitter.

Regarding the quality of candidates, human resources professionals rated job boards the worst, referrals the best, and social networks somewhere in between.  Now, here we are a year later, and recruiting professionals have stood by their responses. Use of and investment in social media recruiting continues to increase, and use of traditional online outlets, such as job boards, continues to decrease.  Despite the increase in social media users, many recruiters and organizations still struggle with exactly how to incorporate social media into their recruitment strategies.

Here are some steps to consider when putting together your social media recruitment strategy:

  1. Determine which social media platforms are best for recruitment: Who is your audience and who are you looking to employ? The biggest outlets don’t necessarily guarantee the biggest pools of talent. Also, consider how you want to engage with your audience. Signing up for all social media outlets available may not be the most effective means of reaching out to people. It may not be the most direct either.
  2. Create an online presence that accurately depicts who you are: Once you’ve selected the right social media platforms that your company is most comfortable with, get connected! Provide potential contacts with an accurate idea of who you are and what your company’s culture is like so they’ll have a reason to communicate with you and form a relationship. Be authentic!
  3. Get users involved: A large part of any success with social media is involvement and interaction. This stands true if you want to use social media for recruiting as well. However, it often takes longer to build a community of talent versus a basic community of followers. Consider engaging users by directing them to your company Web site or online employment applications. Post activities that capture information and generate qualified leads. The people who interact are likely the most interested in your company, and by capturing information you can save a potential candidate’s information, even if you are not hiring at the current time.
  4. Personalize your approach: Eventually, to continue building your online community, you will have to connect with people you don’t know. As an employer, recruitment manager or HR manager, take a moment to connect with people who have a genuine interest in your business or industry. Engage in personal conversation when appropriate; you never know who might turn into your next employee!
  5. Get mobile and video applications:Mobile and video are increasingly popular in the social mix, and will need to form a big part of your strategy. Videos help add authenticity to your company’s brand and image, and will also increase awareness. With many job seekers utilizing their mobile phones for information and employment opportunities, make sure your social media messages, videos, engagement and links are mobile friendly!