At EuroBrussels we see a lot of job ads, and it's suprising how many job ads that fail to provide basic information. And therefore recruiters waste a lot of time analysing unqualified applications, and perhaps having to re-publish the advert.
To get only the best applications, and reduce the number of rejected applicants, try these:
Prevent unqualified job seekers from sending useless applications by having a statement that explains that your job requirements are firm. For example:
"Please read the qualifications for this position carefully. We will only consider those who meet the listed requirements."
This won't stop everyone, but it will deter people who are unsure whether you are serious about your stated requirements.
A clear statement of how you are going to reply to applicants will reduce you work task when handling the incoming CVs. Write for example:
"The deadline for applications to reach us is 30 March 2007. If you have not heard from us by 15 April, please assume that your application has not been successful."
Give candidates the information they need for applying. If an employer is vague or incomplete, the job seekers you want may be less likely to apply, and those who are unsuitable may be encouraged to apply. In fact the hired candidate might have a long term motivational problem, because of an unclear job description.
Here is a clear job description sample (taken from WHO) - it explicitly divides job tasks into clear groupings:
Things to avoid when wording your job description:
Remember, it's a bigger decision to spend years or a lifetime working for your company than it is to purchase your service. The rule is to excite and motivate candidates to apply to your job posting - not scare them away.
Don't make the application process too easy. Instead of just asking for a CV, include an assignment in your posting. Consider these examples:
Qualified candidates will be excited to have the opportunity to stand out from the crowd, while casual applicants will be less willing to put in that much effort for a long-shot application.
Every organisation and company is unique. They have different strategies, cultures and ways of doing business. Some people do better in one environment than another. You should give job seekers a profile of your company to decide if yours is the right one for them. Sell your company as you would sell your services.
But still, don't forget to make your job ad attractive. Find out what attracted the existing team to apply for their jobs and use that information. You may find that training is a key motivator or that the financial package was a major draw. Play on your strengths and keep the ad benefit-oriented.