Step 3: Source Applicants

Advertising internally sends a positive message to staff that advancement in the business is possible. Advertising externally sends a message to the competition that the business is growing.

Note: If you have a recruitment pool of qualified candidates check that first.

Then consider whether to advertise internally. This requires careful consideration because on one hand that may create an opportunity for an existing employee who wants to work closer to home, but the downside is doing that transfers your problem to another store. If you consider there may not be suitable internal candidates then advertise externally at the same time to avoid delays.

We use SEEK for recruitment advertising. If local conditions favour print media and/or other processes, then they should also be considered.

For retail roles, we have standardised Vape Merchant templates we use for SEEK online advertising. Retail Assistant and Store or Multi Store Manager.

If the existing templates are not suitable or need to be customised for your specific requirements, you can use the following Blank Template. However, if you amend an existing Vape Merchant template or if you prepare your own advertisement, this must be signed off by Regional Manager (retail roles) or for non-retail roles contact Head Office (sue@vapemerchant.nz).

As a general rule to attract the right people, the advertisement should:

Be designed in a style that will capture the attention of candidates and reflect the Vape Merchant brand and corporate identity for the business. Where standard formats exist these must be used.
Describe the position accurately, cover the main accountabilities, qualifications and experience required, any special aspects of the work (such as whether frequent travel is involved, a drivers licence etc) and the work location(s);
Be careful to observe the Human Rights Act; and
Provide up to date contact details in case applicants would like more information and be sure to state how people are to apply. Specify the closing date for applications.

Plan ahead with this advertising checklist

For employees in similar roles, ask where they have looked to find jobs in the past and what appealed to them about the advertisements.
Make sure you have an agreed job and person specification.
Note down the key selling points.
Who is the audience you want to attract? What’s motivating them?
Is your advertisement going to be very specific to one candidate or broad to attract more candidates? Consider the current market.

Tips for writing a great job advertisement

Keep your text short, simple and informal. No more than 200 words.
Short paragraphs and short sentences catch the eye.
Be personal – use “you” rather than “candidate”.
Make it easy to reply – particularly in markets where few candidates are available.
Be prepared to take phone calls and make sure you have the number right.
Never forget what’s in it for the candidate
Try and be a little original.
Avoid generic words like “excellent communication skills” or “motivated” as these words don’t mean much by themselves.
It doesn’t have to be clever – it has to make sense to the target audience.
Get someone else to read your ad to ensure you are getting your desired message across.
And so some industry and market research. Review advertisements for similar jobs, reach out to Retail NZ (https://retail.kiwi/) for any standard role descriptions and ensure that yours are in line or comparable with current market practice.

Continue to Step 4