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SECTION 4
Introduction

The "public face" of recruitment begins with the announcement or advertising of the position.  The aim at this stage is to attract high quality and suitable applicants in order to increase the chances of ultimately finding the right person for the job.

Whether the process is advertised internally or externally, it is important to ensure that high quality applicants apply. The strategy employed to advertise the vacancy will be determined by a range of factors including the type of job, the location and the availability of skilled applicants in that field.

This section emphasises the importance of clearly describing the job and presenting a positive image of the role and the organisation in the advertisement.  It presents practical advice on how to ensure that the advertisement catches the eye of relevant people and emphasises the importance of presenting useful information that will help them decide to apply.

The different media used for advertising are presented, whether for an internal or an external selection process.  The more traditional methods are explored as well as new internet-based options.

This section concludes with guidelines for ensuring that approaches to advertising are equality and diversity friendly and describes the implications of the Official Languages Act 2003 for recruitment advertising.

This chapter aims to answer the following key questions:

  • What methods can I use to attract high quality candidates?
  • What information do I need to include in an advertisement/internal notice of vacancy?
  • How can I ensure equal opportunities when attracting candidates?
  • Do I need to include everything in the advertisement?
  • Do I have to advertise the vacancy in Irish as well?

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