1) Who leads your meetings? -- a) No one, b) Whoever has loudest voice, c) A facilitator

2) What happens to ideas in your meetings? -- a) If we had to think of ideas, it would be work, b) We make fun of them, c) A scribe writes them on a chart pad

3) Are results obtained in your meetings? -- a) We eat all donuts, b) And we drink all of coffee, c) Yes!

4) Do your meetings have an agenda? -- a) Is that some kind of cabinet?, b) I saw one once in an article, c) Yes!

5) Who attends your meetings? -- a) We have bleachers to hold spectators, b) The entire staff plus any homeless people in neighborhood, c) Only those who can contribute

6) How long are your meetings? -- a) I’ll let you know when this one ends, b) All day, c) An hour or less

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