by Charlon Bobo, Red Frog, Inc. © 2005

The pre-hiring process can be a challenge. Much time and energy can be invested and in end, wasted, if your approach is not focused, deliberate, and specific. The following approaches have resulted in meeting candidates that not only meet our specifications, but also regularly exceed our expectations!

5 Steps to Writing An Ad that Gets Results

The following ad formula has yielded qualified, fitting job candidates:

1. Begin with a compelling headline 2. Provide a brief description of who's hiring to fill what position 3. First, describe what's in it for THEM, to really pull them in 4. Second, describe what you expect of employee 5. Conclude with instructions to submit if they fit PERFECTLY with description, asking them to describe how they connected with ad

1. Begin with a compelling headline – Your ad copy must make an impression, but it all starts with a headline that pulls in potential candidates with a few carefully chosen words. Your ad should stand out above others and candidates will read further if headline hits them on a core level. Example: SUPERSTAR salesperson wanted.

2. Provide a brief description of who’s hiring to fill what position – Your ad should include a succinct description of your company and position being filled, e.g. “We are an ad agency that provides highest quality services at competitive prices and are looking for a team player with sales experience,” or “We are lowest priced car dealership in Atlanta with a reputation for getting anyone with poor credit into a loan. We are looking for an administrative assistant with charisma and a penchant for meeting tight deadlines.” This tends to draw applicants who resonate with your type of business as well as position you are filling.

3. Describe what's in it for THEM – We all want to know how a situation meets OUR needs. If this information is positioned first in ad (which most ads don’t even include!) it makes your ad stand out as much more enticing than rest.

4. Describe what you expect of employee - The more specific you are, more likely you are to attract candidates with technical as well as “soft” skills you require. Expectations should include a succinct but detailed job description emphasizing qualities of perfect candidate.

5. Conclude with instructions to submit a response if they fit PERFECTLY with description – When seeking employment most candidates respond to ads even when they are only marginally qualified. Including word PERFECTLY is an internal check that, most of time, won’t allow candidate to respond if they don’t fit perfectly. Also, ask that response include a description of how candidate connected with ad. This will provide valuable information that can be discussed in further detail during a personal interview, if events proceed to that point.

The Ad should include specific instructions for applicant to follow in submitting resume, e.g. “resume attached or embedded in body of email, by 5 PM Friday afternoon, provide name and contact telephone in subject line,” etc. Chances are that if someone cannot follow detailed instructions before they are hired (when they are trying to make BEST impression), they will not be able to follow detailed instruction when employed.

Pre-Interview Contact

by Charlon Bobo, Red Frog, Inc. © 2005

The pre-hiring process can be a challenge. If you’re reading this article, you are finished with pre-hiring process and are looking for tips that will guide you through interview.

Much time and energy can be invested and in end, wasted, if your approach is not focused, deliberate, and specific. The following approaches have resulted in engaging, content-rich interviews providing us with a clear approach appropriate for each candidate.

The Interview 1. Arrange interviews with a least three applicants. Three gives you a well-rounded base from which you can choose best one. Sometimes three isn’t enough, and you may need to place another ad or extend application deadline, but it’s a good place to start.

2. Set appointment times close enough so that afterwards you remember details of each and can compare qualities of applicants, but far enough apart so that applicants don’t “pass each other in hall” thereby creating an awkward situation.

3. In advance prepare a form with following (or similar) questions that will be completed by you during interview: a. Where were you last employed? b. What type of business was it? c. Why did you leave? d. What are your strengths? e. What are your areas of improvement? f. What frustrates you most on-the-job? g. Give an anger scenario. How would you handle situation? h. How would you resolve office personality conflicts? Give an example of a situation that has happened and how it was resolved. i. Give an example of having made a mistake and how you resolved it. j. Describe your ideal day on-the-job. k. What three words best describe you? l. What is your greatest professional asset? m. What is your greatest area of professional improvement? n. How do you spend your leisure hours? What are your hobbies/interests? o. Where do you expect to find yourself professionally in 5 years? p. What are your personal 10-20 year aspirations?

4. Asking odd questions is an excellent way to elicit a response that will indicate how prospective employee may react on-the-job. It is a method that will show how well they can “think on their feet.” If this quality is important to you, ask unexpected/unusual questions!

Post-Interview