 |
 12 WHITE TOP NOTE PUNCHIES STAMPIN UP Cardstock CHOICE $2.00 Time Remaining: 6d 4h 43m Buy It Now for only: $2.00 |
 STAMPIN UP TOP NOTE PUNCHIES SET OF 12 WHISPER WHITE $2.00 Time Remaining: 23d 20h 5m Buy It Now for only: $2.00 |
 12 WHITE TOP NOTE PUNCHIES STAMPIN UP w Scripture LK $2.50 Time Remaining: 6d 4h 43m Buy It Now for only: $2.50 |
 12 WHITE TOP NOTE 12 FRAME PUNCHIES STAMPIN UP Choice $2.50 Time Remaining: 12d 8h 17m Buy It Now for only: $2.50 |
 STAMPIN UP TOP NOTE PUNCHIES 10 SUBTLES NEW 2010 $2.00 Time Remaining: 15d 13h 5m Buy It Now for only: $2.00 |
 STAMPIN UP TOP NOTE PUNCHIES 10 REGALS NEW 2010 $2.00 Time Remaining: 13d 3h 5m Buy It Now for only: $2.00 |
 STAMPIN UP TOP NOTE PUNCHIES KISMET FLORAL 12 $1.50 Time Remaining: 19d 21h 24m Buy It Now for only: $1.50 |
 STAMPIN UP TOP NOTE PUNCHIES 10 NEUTRALS NEW 2010 $2.00 Time Remaining: 15d 13h 2m Buy It Now for only: $2.00 |
 STAMPIN UP TOP NOTE PUNCHIES 10 IN COLORS 2011 $2.00 Time Remaining: 3d 1h 47m Buy It Now for only: $2.00 |
 STAMPIN UP TOP NOTE PUNCHIES 10 BRIGHTS NEW 2010 $2.00 Time Remaining: 13d 2h 40m Buy It Now for only: $2.00 |
 STAMPIN UP TOP NOTE PUNCHIES UMBRELLAS 12 $1.50 Time Remaining: 28d 20h 36m Buy It Now for only: $1.50 |
 50 TOP NOTE PUNCHIES STAMPIN UP NEW COLOR FAMILIES $10.00 Time Remaining: 6d 4h 42m Buy It Now for only: $10.00 |
 STAMPIN UP TOP NOTE PUNCHIES DSP TALL TALES 12 NEW $3.50 Time Remaining: 13d 3h 19m Buy It Now for only: $3.50 |
 STAMPIN UP TOP NOTE PUNCHIES DSP JACKPOT 12 $3.50 Time Remaining: 2d 2h 33m Buy It Now for only: $3.50 |
 STAMPIN UP TOP NOTE PUNCHIES MIXED LOT SET OF 50 $9.00 Time Remaining: 19d 3h 7m Buy It Now for only: $9.00 |
 Stampin Up Candy Cane Christmas Top Note Snowflake more $1.00 Time Remaining: 16d 2h 2m Buy It Now for only: $1.00 |
 STAMPIN UP TOP NOTE PUNCHIES DSP MIXED LOT SET OF 25 $7.00 Time Remaining: 19d 3h 22m Buy It Now for only: $7.00 |
 Handmade Punchies Confetti Scrapbook Parties more $1.50 Time Remaining: 3d 11h 6m Buy It Now for only: $1.50 |
Note Punchies
Perfman HR: Writing Your Online Recruitment Ad
The quality of your ad makes a big difference
The quality of your ad makes a big difference to how much response it will generate. Before you sit down to write, however, survey other listings for similar jobs in the sites or publications in which you plan to advertise. This will give you an idea of what other companies are doing to attract people with the same skills and how much they are paying in wages and benefits. Your ad needs to be livelier than the competition's. Grab the attention not just of serious job seekers, the people who are aggressively searching for a new position, but also of people who may not be completely happy with their current job and are browsing the classifieds to see what's out there. Think about what kind of person you're seeking, and anticipate what might interest that individual in your company. Determine what's outstanding about this particular job? Where does its appeal lie? The pay? The benefits? Its fast pace? Opportunity for advancement? It's a good idea to succinctly state the most appealing aspects of the job up front. Then add the basic details of the job description described in the section above: title, qualifications and experience, salary or pay range, a note about any benefits that you offer.
If you have also listed the job online, give the URL in the print ad, and if you have a job ID or ad codes, note them as well. Because you are not paying by the word or line, online ads can afford to be more discursive. Instead of having to describe the job succinctly, you have as many as 100 words to describe why your opening is a dream job and why your company is a dream employer. The rest of the space can be given over to other essentials, including a statement of your commitment to protecting the candidate's privacy and a more detailed description of what the job involves, again in terms designed to appeal to your ideal candidate. If your company's Web site includes an employment section, link to it: Your online ad will be more effective if prospective employees can contact you directly or go straight from the ad to an online job application. Offering an overview in your ad of how you process online applications and how long the processing takes can also help candidates get an idea of the timeline of the hiring process. Finally, give applicants a way to follow up with someone in person, whether it is the name and phone number of the hiring manager, or a general e-mail account for employment inquiries.
Outside the Box
HOW TO CHOOSE
When trying to fill a position, companies tend to look for a candidate whose last job, or next-to-last job, was an exact copy of the one they're trying to fill. However, some of the best minds in American business don't agree with this method. Instead, they advise focusing not on a candidate's past job experience but on their qualities and skills. Ask yourself, does the job call for a great deal of problem solving? Will the employee have lots of autonomy? Are the things your people learn on the job more important than the things they bring to the job? Must they be able to learn and adapt quickly? When the answer to all these questions is "yes," the authors of It's Not the Big That Eat the Small . . . advise managers to concentrate on hiring someone with the right attitude — whether or not that individual has the matching experience. "Proven initiative" is what they are after—people with ingenuity and resilience, as well as a track record of overcoming hardships. SOURCE: It's Not the Big That Eat the Small . . . It's the Fast That Eat the Slow by Jason Jennings and Laurence Haughton (HarperBusiness, 2002).
Dos & Don'ts
HOW TO WRITE A GOOD ONLINE AD
- It takes skill to craft an effective ad for an Internet site. You want to appeal not only to active job seekers but also to those who are just testing the waters by checking employment sites, socalled "passive job seekers." To make your ad appealing to both types of online job seekers, keep these tips in mind:
- Do include terms that convey urgency, such as "Immediate Opening" or "Available Now."
- Do use a punchy, creative teaser, such as "Innovative Thinkers Wanted."
- Do place salary and/or benefits near the top of the ad; surveys have shown that this increases the number of respondents.
- Don't use job titles that are unclear or idiosyncratic to your company.
- Do provide a bulleted list of required skills; describe these skills in terms that are likely to be used by candidates as keywords in a search engine.
- Don't abbreviate words, since online ad space is not restricted. Also, an abbreviation might not show up in a job hunter's keyword search.
- Do include information about career advancement at your company.
- Do include information about your work environment, any unusual benefits, and intangibles that set the company apart.
- Don't forget to specify your location— city, state, and region.
- Do add a link to community Web pages describing the local lifestyle.
THE BOTTOM LINE
RESPONDING TO RESUMES
Once you've made your resume selection, make a point of responding to every application, sooner rather than later. The best candidates will naturally be in demand, so you don't want to lose a great hire just because you didn't get back to her quickly enough. Personal responses are preferable, but even a form letter telling job seekers that their resumes are in your hands is acceptable.
Sonal Aurora is director and co- founder of executive search firm Mumbai Perfman HR (www.perfmanhr.com). Perfman HR is a premier HR Consulting Company Founded in Mumbai, India. We are an inventive and dynamic Human Resource Company specializing in Talent Engagement, Learning & HR Solutions.
About the Author
indian recruitment firm perfman hr is headquartered in mumbai our aim is to connect, engage, retain and develop talent we offer the following services recruitments, industry data mapping, devising performance bonus systems, psychometric test development, framing policies, drafting hr policy and procedures in the hr manual, hiring support