Online advertising is very different to paper advertising, so this requires a very different approach to sales vacancies if you want to get a strong response. Here's my top 5 tips.
Unlike paper, where candidates view whole adverts of sales vacancies to choose which ones to look closer at, on the internet, candidates will browse no more than titles and summaries to decide which to click on. In doing this, they may look at between 10 and 20 job titles and summaries to choose which to click on. If you advert doesn't look any different, you have a low chance of good people even reading your full advert. To get people to click on 'your' advert, give your title some personality. 'Account manager' is likely to fit in, ' Would you like to earn over 100K?' is likely to stand out. Use your imagination, if it looks different, people will click.
On paper, you can't actually see that many sales vacancies in one go. Online, you could look at lots in just a few minutes. Recruitment consultants tend to do the same predictable thing when writing adverts, they list requirements, “you will have x,y,z qualifications and will be able to achieve a,b,c achievements”, in fact it often reads like a list of demands which is simply not appealing. Use candidate benefits at the beginning of your advert to draw candidates in, then list the requirements afterwards. If you sales vacancy has huge earnings potential, great promotion prospects or perhaps free membership of a health club, get this in at the beginning.
Get your sales vacancies up as soon as you have them. It's not like paper where you had to get it in 3 weeks before publication. By the time the publication goes out, the vacancies are out of date. On the internet, most job boards send e-mail alerts instantly to candidates meaning responses can occur within minutes. If you leave it a few hours to post your vacancies, you'll be arriving in second place with all candidates.
Spread your posting out over the month. Job alerting systems have created the 'lazy candidate'. Candidates know they will be e-mailed matching sales vacancies when they arise, consequently, they no longer bother browsing for vacancies, they simply wait for alerts and then apply when it looks good. This means if you are not posting vacancies, someone else is getting the applications.
Go for a big package. The relative difference in costs of internet packages (compared with the same for advertising sales vacancies on paper) is small. Yet, like most markets, the sales recruitment market is candidate driven, those with the most and best candidates win. Given the relatively small differences in the cost of internet packages, it may be worth investing in a larger package to pump up your database.
So there's my top 5 tips for advertising sales vacancies online.
Good luck.
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