The job advertisement is the first element of the recruitment process. It is to attract attention and encourage potential candidates. It is worth remembering that it depends on how the company constructs its content, who will respond to it.
The recruitment of a new employee starts with a job offer. However, not every advertisement will attract candidates as effectively. It is worth remembering that a job advertisement is a business card of the company and a kind of advertisement. In turn, a job is a commodity that the employer should sell well. That's why a carelessly prepared, campaigned and devoid of specifics job offer is unlikely to encourage the candidates. On the other hand, skillfully showing the benefits, will meet with greater interest and increase the chances of employers to attract the best.
The barbell is not stabbed
Meanwhile, most advertisements are a whole litany of employers' expectations about a candidate's skills, qualifications and experience, and the benefits of employment in a given company are usually three or four points. Is independence, the possibility of development, working in a company with an established position or in a young, dynamic team sufficient to attract the attention of potential employees? The latest edition of the "Candidate Experience" survey conducted by eRecruiter and the Coalition for Friendly Recruitment shows that as much as 47% of the respondents avoid advertisements that briefly present what the company offers to candidates.
What an employee will have from this
Benefits for the employee are the most important element of the job offer, which employers seem to forget about. In Poland it is not customary to indicate the amount of pay, but the attractiveness of the offer is also determined by non-wage benefits, which more and more often become an element of remuneration, and which in advertisements are most often enigmatically described as - a package of benefits.
At a time when the best employees have to compete strongly for, an interesting package of additional benefits helps to build a positive image of the company and interest of candidates. However, the most sought after candidates on the market treat part of the benefits offered by employers as a standard. Therefore, to stand out, employers must offer more. Extending the list of benefits and offering the same packages to the employees is not a good solution, because what is attractive for the representative of the Millennium generation, does not have to be necessary for a fifty-year-old.
"Unique benefits are the best way to get candidates interested in a given offer, and this is to enable employees to choose the most interesting benefits within their budget. The company can also be distinguished from others by the facilities appreciated by employees, such as: flexible working time, exceptional office and kitchen equipment, the possibility of remote work or additional days off" - said Magdalena Słomczewska-Klimiuk, Marketing Manager, Sodexo Benefits and Rewards Services.
Companies are investing more and more in non-wage benefits, but they do not inform or are not able to present them properly in their job offers. If they put the right emphasis on them, candidates will also start to appreciate them more. It is worth remembering that what kind of advertisement, such an application.
