Hire The Best!
With record numbers of vacancies in public relations and communications appearing each week, finding talent is a hot topic in our sector and has been for months. It is useful, though not helpful, to know that all sectors in the Irish economy are feeling this pressure and, according to CIPD, the tight labour market is here to stay.
So how can you make sure you stand the best chance of getting noticed in the Jobs market and attracting the most and the best candidates?
Every week the recruitment listings in the PRII Digest (ezine) and the PRII website are seen by over 2,000 Public Relations and Communications professionals, keen to hear about your job opportunities, junior and senior. The listings are also seen by our Twitter and LinkedIn followers, as well as the visitors to our Recruitment page.
You can contact the PRII Recruitment Service directly at Loading...
So, we can get your vacancy noticed, now here are some tips we’d like to share about how to make your vacancy stand out…
When You Need To Recruit
Put The Job Description Up Front: Yes, you’re a long-established, reputable firm with an impressive, high profile client list. But that can wait - job seekers want to know about the job itself. What will they be doing? What are the challenges? Who will they report to? Full time or part time? Permanent or temporary? Hybrid/Flexible/in Office? It’s the position they are after first and foremost. Attract them. Put yourself in their shoes. What would YOU want to know?
Make it attractive: We’ve seen vacancies advertised with NOT ONE LINE about what’s on offer for the candidate. List what’s on offer package-wise. Ideally, salary band or at least some indication. Anything else? for example Annual leave days? Career Progression opportunity? Pension? Health Insurance? Parking? Bike to Work Scheme? Canteen? Training Allowance? PRII Membership? Work Phone? Diversity and Inclusion Employment Policy? WFH Policy? Right to Disconnect policy? Social Club/nights out? Gym fee? Dress Code?
Be Clear About The Skills You Need: Clearly and concisely detail the experience and knowledge that you’re looking for and the type of person that the job would suit. Try to avoid vague words like ‘amazing,’ ‘brilliant,’ ‘super’. That can be exclusionary language for all but the very few who wake every day impressed by their own brilliance!
Include Deal Breakers: If knowledge of a particular business sector or a very specific skill is really required, do mention it or you could be wasting the time of both your organisation and the candidate.
Don’t exclude potential candidates: If some skills or knowledge are nice but not critically necessary and can be learned on the job then don’t put people off unnecessarily. Be explicit about welcoming candidates from diverse backgrounds and lived experiences e.g. “Our organisation is inclusive and encourages applications from people of diverse backgrounds and abilities.”
Don’t Make It Difficult: Avoid asking people to contact you for full details. If you don’t put up all of the information that people need, the next company will!
Location, Location, Location: Say exactly where the job is based. Are there good transport links? Is car or cycle parking available? Are you close to local shops and amenities?
Explain How To Apply: Let candidates know exactly how you would like to hear from them and if that’s the only way to apply, say so. Give full contact details and closing date and time.
Company Information: Chances are that the candidates will already know something about you. Briefly outline the company background, achievements, and client-roster if you think that this will help to attract suitable candidates. As mentioned above – leave this to almost last.
Finally: Show candidates that you take professional standards seriously. Ask if they are a member of the PRII (there are also Graduate Members and Student Affiliate members i.e., students of those courses accredited by the PRII).
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