Recruiting Right - Part 2: How to Advertise the Role

Recruiting Right – Part 2: How to Advertise the Role


So you’ve decided that recruiting is your best option. If you’re still on the fence and need a few quick tips on whether you should be recruiting now, make sure to check out our previous blog in the Recruiting Right series. But if you’re looking for the right person to make your workplace a productive one, you’ll need to draft an advertisement for the position. In this post, we’ll guide you through some of the key considerations when writing an ad so that it is clear and captures the expectations of the role.


1/. Needs + The role = What you really want:


You’ve thought about it before. But think about it again! Organisations constantly evolve, and so does their needs. So before publishing an advertisement, consider the skills and qualifications the role requires, what parts work well and what improvements can be made. Finally ensure that the manager requesting the position has carefully considered their needs and requirements.


2/. Who, not what:


Although required technical skills are important for applicants to have, cultural fit for your organisation is paramount. Technical skills can be taught, but the right fit cannot.

So consider what characteristics are most relevant to the role and for your organisation. For example if the job is managerial in nature, or your organisation values collaboration, ensure that you mention these desired characteristics in the advertisement.


3/. Ensure you haven’t been discriminatory:


Discrimination includes but is not limited to age, race, gender and pregnancy. Discrimination against an applicant is unlawful. Check out CCER’s Workplace Discrimination guidelines for more information.


4/. Pay and Award:


When determining the minimum salary for a role, the first point of reference should be identifying whether employees have their minimum pay set to either a modern award or an enterprise agreement (EA). Check out CCER’s website for guidelines on award, EA and the minimum wage pay schedules, as well as rates of pay for award-free pastoral and ministry roles.


5/. Drafting the Position Description:


Keep it short and sweet – focus on the broad areas of responsibility rather than creating an exhaustive list. Make sure to include the Selection Criteria and information about any unique job requirements.


Stay tuned for the next installment in our Recruiting Right series. Can’t wait for the next edition?  Click here to access the full Step by Step guide and get started right away.

Back to articles