Latest listings on Jobs Central:
- Export Sales Manager (HR Woodward Foods)
- Trainee Livestock Buyer (Teys Australia)
- Financial Controller (Heytesbury Cattle Co)
- Livestock Foreman – Aronui Feedlot (AA Co)
- Meat Export Sales Trainee (Australian Meat Group)
- Meat Export Salesperson (Australian Meat Group)
- Cold Stores Manager, Yards & Livestock Manager (Northern Co-op Meat Co)
- General Manager – Rural Production (ACC)
Click here to access these and other exciting meat and livestock supply chain jobs currently listed on Jobs Central.
Regardless of their size, it is not uncommon for businesses that are recruiting to rush into the process, due to factors such as pressure to rehire immediately or poor planning.
However, by putting in proper planning for an advertisement means you will ensure you are reaching your target candidates and the workers who are right for the job.
Where to begin
When starting out the process, employers need to know who their target audience is.
Determine what type of candidates you ideally want to fill the role and then start to write the ad based around this.
If they need a certain licence or qualifications, make sure to list these as a necessity.
If experience or other qualifications are just a preference, make sure that this is clear on the advertisement so as not to dissuade applicants who could be suitable.
This can be done by listing them as “desirable”.
Start by being specific about exactly what the role will entail, so applicants can determine whether they have the skills and experience necessary from the very beginning.
Use a job title that is clear about the role and try not to mislead or mis-represent to a reader the details about the role or what it entails.
Be descriptive but not too complicated
Regardless of whether the job ad is to appear online or in print, the most effective listings draw the reader in, articulate the right points but are never too lengthy. Remember you don’t want to lose potential applicants because the application is too long or complicated to process.
Include a brief summary about the business and explain why it is a great place to work, but don’t make it too drawn out. Remember the ad is about the job and not the business.
Promising candidates should then do their research on your business and be able to demonstrate that they are aware of its history and detail to you in the interview.
Highlight the good points about the role but don’t over exaggerate, as this could dissuade many from applying as they believe it is too good to be true.
Formatting your advertisement
Start your ad with three to four dot-points that summarise the main benefits of the job, such as:
- Opportunity to join a growing team
- Career progression offered
- Vehicle and other benefits
Then, move on to the body of your text which should expand on what you are offering candidates as well as outline any key criteria.
Specify whether you want a cover letter included, who to direct applications to and a closing time and date.
Always provide a contact email or phone number for those with any enquiries regarding the position.
It is also useful to include a note whether you will contact all candidates or only those successful in gaining an interview, and give a timeframe as to when this might be.
Open communication is always key to attracting the best candidates.
Make sure to follow through with any timeframes specified, as again, this could lose you valuable candidates who may think they have not been successful in getting an interview.
- Next week: The best process for sorting applications and resumes to find the ideal candidates.
Source: Meat Processors Pty Ltd