How to target and attract Candidates
Be clear about what you are looking for in the successful applicant, paying  particular attention to skills, experience, career level and location. It is also important to give an idea of how much time will be spent travelling or away from the usual place of work (i.e. 70% travel or 20% home-based).

The other crucial factor to bear in mind, is how quickly are you able to respond to candidate CVs ?

Before you advertise the role, make sure that all is set in place for the recruitment process to begin internally. Make sure you have: job description, remuneration details (including holiday and notice period), interview process ( Who will the candidate  meet at the different interview stages? Will they be expected to product a case study/presentation for one of these stages? ) and timings in place. You could lose good candidates to other roles if the recruitment process does not flow efficiently or fluidly with long delays in between key stages.
Preparing Effective Job Ads

The benefits of a well written ad are obvious - the detail you provide will help ensure you receive CVs from higher potential candidates.

The importance of a job title

The job title is critical to the success of your Internet recruitment campaign. This is because the job title acts as a hyperlink through to the content of your job posting. So the content of the ad is lost if candidates fail to click on your job title to read further.

Organising job ad content

The more detail you post about your position, the better fit the candidates who respond. Spending time up front to gather the appropriate detail will reduce cycle time and, ultimately, cost-per-hire.

Set out your job ad in an easy-to-read, concise format - the way a job seeker would want to see it.


Introduce the company, what they do and how the role fits into their objectives. Is this a new role because the company is growing ? Or is it a role to replace someone who has left?
Where will the job be based? How much travel will there be?

Job Description

Discuss the content of the actual job. Include the following:
What is the scope of the work?
Will the successful candidate be planning and developing something new or improving on something already in existence?
What is their "end product" and who will be the recipient of it - external customers and clients, the general consumer, internal clients?
Will they be managing a team of people? If so, what does that entail?

Required skills

Outline skills and certifications required. Define those that are essential and those that would be an advantage.
For technical positions, state required knowledge of software, hardware, testing tools, plus experience in certain environments, etc.

For other professional positions, be specific about knowledge and experience required. If languages are needed, what level of fluency is expected? Does the candidate require cultural sensitivities due to geographical responsibilities  regardless of linguistic ability?

Other qualifications

Include soft skills such as communication skills, ability to work in a team environment, ability to interact with external clients and customers, organisation skills, willingness to travel, flexibility, etc.

Educational Requirements

e.g.: PhD, MBA, Masters in Engineering, BA in Journalism, etc.

Work environment

What is the company/department like? Is it casual, team-centred, highly competitive, independent? What benefits are there?
Finally, include an e-mail address and/or telephone number to send in a CV.

The starting point is to have a very clear understanding about the ideal candidate that you seek, but in preparing job ads you need to reflect the job searching methods and habits of your target audience.
It is very easy to exclude part of the target candidate audience just because they do not use exactly the same terminology as your industry sector or business.
We offer a wide variety of branding opportunities including banners, sponsorship of job search pages, profile pages and sponsorship of jobs by email.
Should you wish to consider additional branding options that will encourage candidates to view your job opportunity, please email
Follow Up With Applicants
A best practice procedure would be to acknowledge the application when received and communicate progress in due course. At the very least candidates should be made aware of the time frame for your recruitment activities and that if they have not received further communication by the end of that period then to consider the application unsuccessful.