| The pre-hiring process can be a challenge. Much time | | | | versa.Another anonymous method for contact is a |
| and energy can | | | | feature found on |
| be invested and in the end, wasted, if your approach | | | | Job posters are given the option of "anonymizing" |
| is not focused, | | | | their |
| deliberate, and specific. The following approaches | | | | email address, which encrypts it so applicants don't |
| have resulted in | | | | have direct contact |
| meeting candidates that not only meet our | | | | information.2. Eagerness is apparent in a timely |
| specifications, but also | | | | response by the applicant to your |
| regularly exceed our expectations!5 Steps to Writing | | | | requests. If s/he delays in responding, will they delay in |
| An Ad that Gets ResultsThe following ad formula has | | | | showing up for |
| yielded qualified, fitting job candidates:1. Begin with a | | | | work? Or delay in getting the job done? It makes a |
| compelling headline2. Provide a brief description of | | | | prospective |
| who's hiring to fill what position3. First, describe what's | | | | employer wonder.3. For the first few exchanges, |
| in it for THEM, to really pull them in4. Second, describe | | | | contact the applicant using an |
| what you expect of the employee5. Conclude with | | | | anonymous or generic email address. If someone is |
| instructions to submit if they fit PERFECTLY with the | | | | not a good |
| description, asking them to describe how they | | | | candidate, for whatever reason, they do not have |
| connected with the ad1. Begin with a compelling | | | | access to your direct |
| headline - Your ad copy must make an | | | | contact information. You expend no time or energy |
| impression, but it all starts with a headline that pulls in | | | | communicating with |
| potential | | | | candidates that are not excellent candidates.4. Based |
| candidates with a few carefully chosen words. Your | | | | on a promising resume, initiate contact with the |
| ad should stand out | | | | applicant and |
| above the others and candidates will read further if | | | | ask for an email response to several questions that |
| the headline hits | | | | may or may not |
| them on a core level. Example: SUPERSTAR | | | | relate to the available position, e.g.:* Why did the ad |
| salesperson wanted.2. Provide a brief description of | | | | resonate with you? (Which they would have |
| who's hiring to fill what position - Your | | | | answered |
| ad should include a succinct description of your | | | | to some degree in their first email!)* What made you |
| company and position | | | | respond specifically to this ad?* What are your |
| being filled, e.g. "We are an ad agency that provides | | | | favorite activities when you are not working?These |
| the highest quality | | | | questions put the applicant at ease to respond |
| services at competitive prices and are looking for a | | | | honestly and |
| team player with | | | | provide you with a great deal of "behind-the-scenes" |
| sales experience," or "We are the lowest priced car | | | | insight into your |
| dealership in Atlanta | | | | prospective employee.5. The response will confirm |
| with a reputation for getting anyone with poor credit | | | | whether or not applicant is able to follow |
| into a loan. We are | | | | the instructions in the ad. If not, it's not a good thing, but |
| looking for an administrative assistant with charisma | | | | they're not |
| and a penchant for | | | | eliminated from the interviewing process. Perhaps |
| meeting tight deadlines." This tends to draw applicants | | | | they're overly eager |
| who resonate | | | | or were blasting employers. The lesson here is to |
| with your type of business as well as the position you | | | | refrain from drawing |
| are filling.3. Describe what's in it for THEM - We all | | | | conclusions about them, but be watchful.6. Establish a |
| want to know how a situation | | | | dialogue of at least two emails before setting up a |
| meets OUR needs. If this information is positioned first | | | | personal interview. Based on the prospective |
| in the ad (which | | | | employee's timely first |
| most ads don't even include!) it makes your ad stand | | | | response to your questions, email a second time |
| out as much more | | | | asking specific |
| enticing than the rest.4. Describe what you expect of | | | | questions relating to their response. This gives you |
| the employee - The more specific you | | | | additional, telling |
| are, the more likely you are to attract candidates with | | | | information and communicates that you are actively |
| the technical as | | | | listening and |
| well as "soft" skills you require. Expectations should | | | | genuinely interested in them.7. When the email dialogue |
| include a succinct | | | | process has narrowed the candidate list, |
| but detailed job description emphasizing the qualities of | | | | arrange a convenient time to speak via telephone. |
| the perfect | | | | This will provide |
| candidate.5. Conclude with instructions to submit a | | | | additional, valuable information.8. If the telephone |
| response if they fit | | | | meeting goes well, at the end of the discussion invite |
| PERFECTLY with the description - When seeking | | | | the candidate for a personal interview.Following the |
| employment most | | | | preceding steps will give you an advantage by not only |
| candidates respond to ads even when they are only | | | | |
| marginally | | | | limiting the number of potential employees to the most |
| qualified. Including the word PERFECTLY is an internal | | | | qualified, but also |
| check that, | | | | by taking control of what can be a tedious and |
| most of the time, won't allow the candidate to | | | | inefficient pre-hiring |
| respond if they don't fit | | | | process. Pay close attention to the responses you |
| perfectly. Also, ask that the response include a | | | | receive from potential |
| description of how the | | | | candidates; it is possible to learn quite a bit from initial |
| candidate connected with the ad. This will provide | | | | contact that will |
| valuable information | | | | save you time and energy when you are considering |
| that can be discussed in further detail during a | | | | inviting |
| personal interview, if | | | | prospective employees to a formal interview. The |
| events proceed to that point.The Ad should include | | | | pre-hiring process |
| specific instructions for the applicant to follow in | | | | does not have to be challenging if confronted with |
| submitting the resume, e.g. "resume attached or | | | | intentional and |
| embedded in body of | | | | precise preparation.This process is well worth your |
| email, by 5 PM Friday afternoon, provide name and | | | | time. The hiring process should not be |
| contact telephone in | | | | taken lightly, and a great fit is all-important. In the end, |
| subject line," etc. Chances are that if someone cannot | | | | you have hired |
| follow detailed | | | | quality people you keep for a long time, saving you |
| instructions before they are hired (when they are | | | | many headaches!by Charlon Bobo, Red Frog, Inc. |
| trying to make the | | | | © 2005Charlon Bobo is the Virtual Assistant to |
| BEST impression), they will not be able to follow | | | | Red Frog, Inc., the Portland, |
| detailed instruction | | | | Oregon ad agency that provides worry-free |
| when employed.Pre-Interview Contact1. Remain | | | | experiences and powerful |
| anonymous! Set up an anonymous method of initial | | | | results in the areas of Marketing, Print design, Web |
| response so that your valuable time is not wasted | | | | CD-ROM |
| answering follow-up | | | | development, and Video production.Learn more at or |
| telephone or email inquiries regarding the position.A | | | | by calling 888-955-0550. |
| method that works well is to request a resume via | | | | Read more marketing and advertising articles at |
| FAX. This allows | | | | articles/redfrog.You have permission to distribute this |
| complete anonymity. No company information is | | | | article as long as all of the text |
| offered. If a candidate | | | | contained herein remains intact. |
| looks promising, you will contact them, not vice | | | | |