Any contact of your brand with the wider marketplace is important. It sends key messages about your firm. Too often, recruitment advertisements are forgotten - they're made "poor relations". These ads in newspapers, magazines, and the net should not be treated any differently from placing a direct promotion.
A recruitment ad should never be a quick slap together job. The same time and care needs to be taken with recruitment advertising as with a promotional advertisement.
Here are several things to consider when planning and placing your next recruitment ad.
Logos
Be sure your logo is clear, readable, and prominent. You want people who might be skimming through ads to register your firm name. Readers shouldn’t have to look hard to figure out who placed the ad (unless you want to remain anonymous).
Headings
Headings should stand out from body text. However, they shouldn't be so overpowering that your logo is lost.
Body text
Vital rule for body text: it must be readable !
You will never get the response required if people can’t read who or what you are after.
Fonts
A recruitment ad is a branding statement. Use your firm fonts, styles, and even colours. They need to be legible, and of reasonable size.
Contact details
Ensure your contact details are clear and concise.
Double-check you have listed a contact person, email address, and phone number. List a website so that prospective recruits can see what you’re all about.
Placement
Which publication or website your ad is displayed is important. Don’t waste your money placing an ad that won’t reach your target audience.
Get it right !
Be 100% sure there are no errors. If there are, you will lose credibility, and maybe even your perfect candidate.
|
