Developing Your Ad:
Online, the title should be descriptive and precise, “Cheerful Receptionist,” “Lively Office Manager.” The description should do most of the talking for you. When posting on Craigslist, you’ll want to be more descriptive compared to other websites and you may also post a longer title if you would like.
For a newspaper ad use an attention-grabbing headline to get people’s curiosity, such as “Are You Motivated?” or “Do You Have What It Takes to Be My Assistant?” or “Are You a People Person?” When advertising in the paper make an ad using a larger 2-column post rather than a standard one-column ad. A larger ad may be more costly, but it could pay off by gaining more qualified responses in less time because what you are saying will stand out and be seen easily by a wider range of people.
Descriptions should have the following, each of which is illustrated below: the salary range, hours, benefits, duties, qualifications, work environment and a little about the practice or a mission statement.
Offer a competitive salary and benefits. Check around your area and learn what competitors pay their staff. You will want to list all benefits that your company provides. You want to make the job enticing. You can do this by asking, by looking on the above websites, or the newspaper under the classifieds. As mentioned before, list the salary range. Fewer people will respond if you do not include this.
Make sure that it is very clear as to whether the job will be full-time, part time or temporary/seasonal.
List specific job duties and skills, e.g., “Must have good people skills and be able to handle a busy client and patient load while maintaining a good sense of humor,” or “Must be able to take initiative and think on your feet.”
Say who you are. This is optional, but realize that “blind box” ads have a lower response rate than ads that reveal the employer. After posting in the ad, in order to avoid being deluged with phone calls and walk-ins, state in your ad that you will not accept applications in that manner. For example, “Resumes only. No phone calls or walk-ins, please.”
Writing a proper mission statement is a subject of it’s own. We wrote an article on it not that long ago, which can be read here >>.
End your ad with an invitation to action. Tell interested applicants how to apply and to whom, i.e., “Send your resume and cover letter to (NAME) at (ADDRESS).
Keep a file of all the classified ads you run, along with a list of responses to each ad. This will help you determine which ads work the best. Also, when an applicant comes in, ask them which features of your ad drew them to the interview. This could come in very handy at a later date.
Agencies:
Employment agencies are another source of recruiting employees but can sometimes be quite expensive. When dealing with an agency, ensure that you clearly understand their policies and arrangements. Have them put those in writing for you.
If you decide to use the services of an agency, be prepared to state the exact requirements for the position, or your time could be wasted by unqualified applicants phoning you.
For example,
Technician:
- ONE YEAR EXPERIENCE
- GOOD COMMUNICATION SKILLS
- X-RAY CERTIFIED
Receptionist:
- COMPUTER LITERATE
- EXCELLENT PR SKILLS
- GOOD COMMUNICATION SKILLS
- ONE YEAR PREVIOUS FULL-TIME EXPERIENCE
Word-of-Mouth:
By letting friends, colleagues, and even patients or clients know that you have a position to fill in the practice, you may find that just the right person comes your way. Never rule out the possibility that it might be easier than you think to find that new employee simply through communicating with your own connections.
Notice Posted in the Practice:
As mentioned above, one of your patients or clients may prove to be just the person you are looking for to fill an open position. By posting an employment opportunity notice on your bulletin board, you may find an interested patient whom you already know, and who knows and respects you and would love to work for you. If you use this method, construct an attractive, professional and intriguing notice to be displayed. For any interested inquiries, schedule a formal interview.
Test Applicants:
If at all possible, test all applicants using a battery of personnel tests so that you can increase your odds of finding the best person.
Questions or Comments?