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I need to make sure my recruitment advertisement is legal and effective...
Taking on an employee is a major step for all business, but recruiting the right person is particularly crucial to a small business because most cannot afford to waste resources getting it wrong. Job description It is vital to get the job description and person specification right. These provide the basis for the job advertisement, candidate selection and interview processes. You will also be able to iron out any ambiguities about the job and define the contribution the employee needs to make to the business. Decide on a job title and consider the post's full range of duties, responsibilities and objectives. Other essential elements are: basic salary range plus any benefits; normal hours of work; whether the job is permanent or temporary; and where the employee will be based. You need to establish who will supervise the new employee; who they will supervise, if applicable; and whether they will have any budgetary responsibilities. Don't be confined by the previous nature of the post. Employing a new person allows you to change an existing job's tasks and responsibilities to make it more suited to your current business needs. Person specification Experience, knowledge, skills, qualifications, training, previous achievements and responsibilities are all vital to the person specification. You also need to decide what personal qualities the successful candidate must have (such as the ability to be an effective team member). Differentiate between essential specifications and those that are desirable. Essential person specifications should deter unsuitable candidates, while desirable qualities will help you to assess the merits of suitable candidates. Job advertisements Be guided by your job and person specifications, but treat your job advertisement the same as any other marketing campaign - it's a document that sells the job and your business to applicants. You are legally obliged to keep your advertisement free from discrimination. Remember that age discrimination will be also illegal after 1 October 2006, so avoid using terms such as 'school-leaver' or 'mature,' which imply age ranges. Base your advertisement on the employee specification you've drawn up, which lists business needs not personal specifics. When drafting advertisement copy, the job title should come first, followed by key elements of the job description and person specification, together with a short description of your business (including location). Include information about how to apply, together with a closing date and contact information. Asking applicants to send a CV and covering letter by way of application should provide most of the information you need. However, you may prefer applicants to complete an application form, which you can produce on your PC or buy from a stationery shop. You are legally obliged to ensure that your application form is free of discriminatory questions. Decide where to place the advertisement by identifying publications that candidates are most likely to read. Find out the costs involved. Prices vary depending on size, position and how long you want your advertisement to run. Often you can negotiate the rate. Advertising online is a cheaper option, but you need to be confident that suitable candidates are likely to visit the site. Next steps
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