This post was written by Rachel Rofe the creator of HappyOutsourcings.com, Rachel is one among few Internet Marketers that I consider expert in outsourcing field.
The Easiest Way to Create an Outsourcing Job Advertisement
Do you find yourself struggling to create effectual job listings that attract high-caliber candidates? Well, what you may not realize is that job advertisements are the basic building blocks for effective marketing campaigns. An inadequate job advertisement can have a snow-ball effect, doing damage to your whole campaign. An inadequate job advertisement can lead to a lackluster pool of job applicants, which can lead to subpar job performance, which in turn, can result in an overall, ineffectual business campaign, which can ultimately mean less money for you. Therefore, you need to make sure that your job advertisements are in fighting form so as to save yourself from forthcoming damage, and in this article, you will be able to learn how to do just that.
There are 6 main points that you want to keep in mind when creating an outsourcing job advertisement:
Point 1: Explain exactly what you need to have done.
You want your job advertisements to be as clear as possible, presenting lots of concise, well-organized steps. The more detailed your advertisements are, the better bids you will get. High caliber job applicants don’t want to say they can do a task if they aren’t sure; they want to know exactly what they are getting themselves into.
Point 2: Ask for a sample.
In asking candidates to provide a sample, you will be able to know who the most capable candidates are right off the bat. As a side benefit you’ll immediately find out the type of people who can follow instructions and who can’t.
Point 3: Testing people.
This point is optional, but you may find that it is a good idea. There are two ways that you can go about testing people. First, you can give them a specific task to do that is related to what the actual job assignment entails so as to gauge their level of competency. And second, you can create a test on Google Docs asking candidates a few questions about the type of job that you want to get done. If a candidate passes the test, then you know that he or she understands what you are looking for.
Point 4: Include a qualifier.
This is a very effective strategy, which is highly recommended. Somewhere in your job listing, what you want to do is include something like, “Respond with the phrase ‘purple cow’ at the top of your cover letter.” It doesn’t matter what phrase you use; it doesn’t have to be ‘purple cow.’ The point of including a qualifier is to ensure that candidates are reading your advertisements in their entirety and that they can follow instructions. In general, asking for a qualifier will knock off 70% of the applicants right away.
Point 5: Pay per task
In their responses, ask candidates to include a price per task, not an hourly rate. The reason for this is so as to avoid having people take their sweet time to complete tasks which should not take very long to finish.
Point 6: What’s in it for me?
Aside from money, make sure that you tell people what’s in it for them. For example, if there is a possibility for extra work, then let people know; if the job is fun, let them know about that too. You will be amazed by how much the pool of applicants will improve after describing a job as being fun.
Creating an effective job advertisement may seem like a lot of work, but it will definitely be worth it in the long run. To learn more about outsourcing and what to do after you’ve placed your job advertisement, go to HappyOutsourcing.com.
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