Recruitment Toolkit

Vacancies can't be filled successfully unless the job has been accurately defined in the first place. This is as helpful for you, the employer, as it is for potential candidates. Think about what skills, knowledge and experience you are looking for.

Writing a Job Advert

The best techniques for writing effective job advertisements are the same as for other forms of advertising. The job is your product; the readers of the job advert are your potential customers. The aim of the job advert is to attract interest, communicate quickly and clearly the essential points, and to provide a clear response process.

Design should concentrate on clarity of text, layout, and on conveying a professional image. Branding should be present but not overbearing, and must not dominate the job advert itself. The information must be communicated effectively to your target audience.

Job Advert Checklist:

• Job Title
• Employer Details
• Post Location
• Description of business including; market position and aims
• To whom the position reports - or other indication of where the role is in the structure
• Outline of job role, responsibility and purpose - expressed in the 'second-person' (you, your, etc)
• Outline of ideal candidate profile - expressed in 'second-person'
• Indicate qualifications and experience required (which could be incorporated within candidate profile)
• Salary or salary guide
• Whether the role is full-time or permanent or a short-term contract (if not implicitly clear from elsewhere in the advert)
• Other package details or guide (pension, car etc)
• Explanation of recruitment process
• Response and application instructions
• Job or advert reference (advert references help you analyse results from different adverts for the same job)

Please also check thoroughly for spelling and grammar mistakes

Employment Equality (Age) Regulations 2006

From 1 October 2006 the Employment Equality (Age) Regulations make it unlawful to discriminate against workers, employees, job seekers and trainees because of their age.

The Regulations prohibit age discrimination in all areas of employment practice, from recruitment to termination of employment.

It will generally be unlawful for job advertisements to refer to age limits. Terminology such as 'young' and 'mature' should be avoided.

Minimum or maximum age limits for recruitment will generally be unlawful. Application forms should not include a request for information on an applicant's date of birth.
Decisions about recruitment, selection and promotion should not normally be based on age, but on the skills and competencies required.

Writing a Job Description

A job description is not a legal requirement but it can be useful for deciding the scope of the work, advertising the job, and clarifying what applicants will have to do in the job. It can also help to assess a new recruit's performance and determine training needs.

A job description should include:

1. job title
2. the position in the company, including the job title of the person to whom the employee will report and of those who will report to them, if any
3. the location of the job
4. a summary of the general nature and objectives of the job
5. a list of the main duties or tasks of the employee

(Click here for a sample job description)

The Person Specification

A person specification is not a legal requirement but will be useful when writing a job advertisement and defining the qualities you are looking for in a candidate. Key competencies to include:

1. Qualification
2. Experience and knowledge
3. Abilities and skills you would like them to have,
4. Other requirements you wish the successful applicant to possess 

Also, remember to separate those which are essential for the job from those which are desirable.

(Click here for a sample person specification)

To discuss how GJS can benefit your company, please contact graduate.jobs@solent.ac.uk