Advertising Guide and Template

Transcription

1 Advertising Guide and Template Getting Started VRF should be live on PIMS. You will receive notification when this happens. NB. All VRF s are subject to HRA approval and redeployment checks. You should set up an ADID in PIMS Advert Request Maintenance detailing the media you wish to use. See How to advertise a vacancy (Please quote the ADID number when sending in your advert to human-resources-advertising@open.ac.uk using the Advert Request below.) If the advert is to be placed externally, you will need to provide HR with the budget code and budget authorisation. Please keep within the advertising deadlines. If you have any questions / problems regarding the deadlines please let us know. A specific procedure has been agreed for the recruitment of KTP Associates, to enable the advertising and recruitment procedure to proceed whilst waiting for the grant offer letter. (please refer to the Knowledge Transfer Partnership Adverting Guidance ) Constructing your advert We ask that you use the standard format for the University to limit the number of exchanges with amendments (this can be particularly important near to deadlines with the advertising agency). The template that you need to use can be found below. Please do not use old versions of the template / amend an old advert. Please see the Handy Tips section as a guide for editing your advert. Your adverts will be checked by a member of the HR Admin Team before they are placed and any amendments will be sent to you to approve. Once you have approved any amendments, the advert is finalised and HR will place it with the agency. Page 1 of 10

2 Advert Request To: Subject: VRF XXXXX, ADID XXXX, Job title Hi, Please find attached advert for VRF XXXXX, ADID XXXX, Job Title To be placed XXXXXXXXXXXXXX ( 23 Oct), closing date XXXXXXXXXXXXXXX ( 6 Nov) Internally / Externally Media (where you want the advert to be placed) Budget code, budget authorisation and maximum spend Many thanks, XXXXXXXXXXXXXX Page 2 of 10

3 Job Title Unit Name/Region salary band Ref: (VRF) No: Based in Name of Region or Milton Keynes Temporary contract until/number of months only if applicable Part-time no. hours only if applicable TEXT of advert maximum of 150 words Closing date: xxxxxxxxxxxxxx 2015 Interview date: xxxxxxxxxxxxx 2015 For detailed information and how to apply go to call the Recruitment Co-ordinator on xxxxxxxxxxxxxxxxxxx or xxxxxxxxxxxxxxx quoting the reference number. We promote diversity in employment and welcome applications from all sections of the community. Page 3 of 10

4 Handy Tips Length Keep it brief and to the point as a guide, no more than 150 words. Candidates make up their mind within 20 seconds on average as to whether they want to apply. Audience Know your audience do not assume that one size fits all. Amend your advert so that it is appropriate to the candidates you are trying to attract. Keep in mind the level of the role potential applicants for grade 8 roles may have different needs/expectations than those applying for grade 4 roles. Think about specific keywords ie. Qualifications, or technologies that may be relevant in attracting quality candidates. Content More detailed information about the unit / University could go in the Further Particulars. At least one key behavioural competency (Valued Ways of Working) identified for the post should be included in the advert. The University s current equality and diversity statement must be included. If part-time working / job-sharing would be considered, this should be indicated in the advert. Check for unintentional discrimination implications for the 9 protected characteristics: gender, race, age, disability, gender reassignment, marriage / civil partnership, pregnancy / maternity, religion / belief, sexual orientation. Do not use up words by repeating information in the headings e.g. We require a Course Coordinator the job title has already been specified. Language Check that the language used is inclusive of the full range of people who could be eligible to apply. Where specific qualifications are necessary, it should be made clear that equivalent qualifications are acceptable. Page 4 of 10

5 Use you or she/he in order to not discriminate in terms of gender. Age restrictions should never be stated or implied. This includes quantifying experience, e.g. 2-3 years experience or substantial experience. The use of OU jargon or acronyms may deter external candidates make sure it s relevant. Be aware not to include culturally derived and subjective attributes such as good sense of humour these are not measurable requirements. Try not to use empty words that will not be substantiated to the reader, e.g. large and friendly team or interesting and varied role. Examples of discrimination what to avoid Young, exciting and dynamic team age discrimination Physically fit disability discrimination Applications from female applicants are particularly welcome gender discrimination. For further guidance: Effective Recruitment and Selection Guide Recruitment Selection and Employment Policy Knowledge Transfer Partnership Advertising Guidance Page 5 of 10

6 Where to advertise All adverts will need to be advertised on the OU Intranet/Website whether they are advertised internally or externally, HR will do this via Manage Jobs once the final advert has been agreed. You will receive a notification by when the job has been placed and you will then need to upload the Further Particulars (in OU format) to Manage jobs. There are many choices of external media, and you may find it tempting to use the same publications / websites as you have done before. This may not be the most beneficial thing to do it would be wise to assess the responses you get from each media. (You can print a report via the Selection Summary screen in PIMS. Select Report -> Response Analysis.) This will show you which media converted the most applications, interviews and offers. It is important to consider the types of media you are using. Online advertising is becoming increasingly prominent in job searches. In 2009, 87% of job searches started on Google. Think again about your audience if you are recruiting for a technical role, there may be a specialised website for that type of job. Considering the costs Consider costs per day it may be cheaper online throughout the duration of the advertising period, even if the initial outlay appears more. Think about readership MK Citizen s circulation has reduced over the years, are the people you want to attract going to be reading the job pages? Also think about the cost per application i.e. if you pay a bit more to advertise on a certain media, but you receive more applications, the cost per application will be less. Page 6 of 10

7 Deadlines Please ensure you check the deadlines before submitting your advert to HR, as these allow HR to process the advert and meet deadlines with the advertising agency. Deadlines for frequently used media are noted below for your information. NB: These deadlines are subject to change and will be confirmed when placing your vacancy. This list not an exhaustive, please contact HR to discuss other media options. Publication: MK Citizen The Guardian Internal only Bedford Times & Citizen Belfast Telegraph Birmingham Post Bookseller, The Bristol Evening Post British Psychology Society Journal (BSP Journal) Buckingham & Winslow Advertiser Bucks Advertiser + Thame Gazette Bucks Herald (including Buckingham Advertiser) Building - magazine Appearance date: Most Used Monday - media/creative/sales/marketing/pr Tuesday - Education - Public / Env / General / Senior Print (or a Tuesday) Monthly Department Deadline: Midday - advert appears 12 noon Monday - 10am Tuesday - week advert appears 12 noon - 12 noon - 12 noon - 12 noon - 12 noon - Page 7 of 10

8 Cambridge Evening News CiBSE Journal CiLiP Post - North Wales East Grinstead Observer Ethnic Media Press (incorporates Asian Times, Caribbean Times, New Nation, Eastern Eye) Evening Chronicle (Newcastle-upon- Tyne) Evening Standard, London Glasgow Herald Golwg Health Service Journal (HSJ) Hendon & Finchley Times Hull Mail IET Journal Irish News Irish Times Law Society Gazette Leighton Buzzard Citizen Leighton Buzzard Observer Luton & Dunstable Herald & Post Manchester Evening News Marketing (magazine) Monthly - fortnightly No longer exists in this format, so please call. Plus Ethnic media has always worked better when used as branding advertising, with creative advert, rather than black and white standard rolerecruitment advert Monday (main jobs supplement) Fortnightly See Bedford Times, as LBO has to be bought with this media 12 noon - 12 noon Monday - 12 noon - 12 noon - 12 noon - TWO weeks before 12 noon - 12 noon - 12 noon - Page 8 of 10

9 Marketing Week (magazine) Mid-Sussex Times Nature New Scientist Northampton Chronicle & Echo Nottingham Evening Post Nursing Times Oxford Mail Oxford Times People Management Press Gazette RCN Bulletin / Nursing Standard Reading Chronicle Reading Post includes Bracknell Standard) Scotsman, The (including Scotland on Sunday Sheffield & Doncaster Star) Southern Echo Sunday Times TES Saturday Tuesday - fortnightly (monthly) (RCN is fortnightly, but its alternate weeks with NS and you have to have both) - so take it as weekly) Sunday 12 noon - 12 noon Monday - TWO weeks before 12 noon - (12 days before) Page 9 of 10

10 THES Third Sector The Times (Career) The Times (Law) Western Mail Yorkshire Evening Post Accountancy Age Brandrepublic Community Care CWJobs Jobserve Jobsite.co.uk Personnel Today THES Totaljobs.com Tuesday Online Only 12 noon - Page 10 of 10