Effective Job Advertisements: Analysis for Creative Director Positions

This report analyzes the importance of well-designed job advertisements, focusing on the role of a Creative Director. It highlights issues such as exaggeration, lack of company description, and ineffective job titles in the provided case study. The report then provides detailed methods for improving job advertisements, including crafting appealing job titles, structuring the job post effectively, specifying requirements, highlighting rewards, and including company profiles. It emphasizes the need to connect with the target audience and communicate in their language to attract qualified applicants. The report also discusses the significance of making the job advertisement appealing to job seekers, referencing relevant research and providing practical advice for recruiters to optimize their recruitment investment and broaden the employment timeframe. The report concludes by emphasizing the importance of a well-written advertisement to attract the right candidates.

Running head: JOB ADVERTISEMENT 1
JOB ADVERTISEMENT
Student Name
Institution

[Shortened Title up to 50 Characters] 2
PART 1: JOB ADVERTISEMENT
We can't underestimate the importance of a nicely designed job advertisement or job
posting. Job Advertisement acts as a direct medium of communication with candidates. In
reading, a prospective applicant rapidly establishes a long-term connection to your organization's
way of life and that potential candidates envision everyday life at your organization. Composing
a nice job advertisement optimizes investment of source. I cannot underline that the time spent
on composing a great job advertisement acts as a money saver in short term and long term
recruiting spending plan. A good job will reduce the time to increase and extend the employment
period. When I analyze the job advertisement mentioned in the case study I find that there were
some issues like Exaggerating, was offering rewards, not challenges, the description was missing
with company description. The job post was not having an attractive job title. Let's discuss all in
detail below:
Exaggerating: When a job looks very good to be true, it usually happens and attracts
only those applicants who are naïve, unreal and non-artist. Same is the issue with the job posting
in the case study. We can reword that advertisement as “Have Creative Vision? Can you lead
artists and writers but have a head for business? You can be ready for a creative director job”
Offering challenges rather than rewards: Rather than just looking for an easy ride,
someone is more likely to attract someone with drive and ambition.
Being specific with the role description: We can analyze from the job description that it
was not specific to the job description. This will allow candidates to compare their experience
and skills with the requirements and discourage who are not qualified for applying for the job.
The job description must have eye-catching bullets like incentives and benefit. Lines can be
added to "Friday team lunch; modern and hi-tech office; stunning view, etc. Try to provide a

[Shortened Title up to 50 Characters] 3
range of salaries, as candidates will not like to waste their and your time if they are not getting
what they like or capable of.
Telling about the company: In the given case, it was nowhere mentioned in the
company detail. It should not be in detail but in short. The information given in the actual
description of the job and the profile of the perfect candidate comes effectively to you -
accepting that you have written an appropriate set of working responsibilities and have prepared
a performance profile for the role. Select key aptitudes, fundamental abilities and the most
significant performance or successful remedies and incorporate them. This is where you will end
the applicants who are not really suitable for the role.
List of specific responsibilities and duties: There was no list mentioned in the job
description that explains responsibilities and duties. Duties are used to define the main element
of the job, and the ability of the candidate to do their jobs well. Responsibilities are used to
define the activity required for the job.
Writing job advertisement is just like writing any other advertisement, first, you need to
connect your target audience, then you will need to communicate with them in their
understandable languages and then, in the end, you will have to officer them what they deserve.
Nothing can be worse than writing and post an effective job advertisement for a vacant position
and then you are not receiving responses on them or you are receiving all those responses who
are eligible or not fitting the criteria. Improvement in the quality of your response (in opposition
to quantity) starts well with having written advertising (all about the first impressing candidate is
making about your organization), which is actually going to target the appropriate candidates.

[Shortened Title up to 50 Characters] 4
Who exactly your target audience really is? What are they doing currently? What are they doing
for searching new job opportunities?
Your job advertisement must talk to them directly. A good job advertisement is not just
about mentioning job description but it is also a carefully written message which is made for
attracting the qualified applicants for the vacant position.
PART 2: METHODS FOR JOB ROLE OF CREATIVE DIRECTOR
Composing a great job advertisement improves your recruiting investment. I cannot stress
that the time spent on composing a great job advertisement is money left in your small and long-
term recruitment spending plan. A great job will diminish an opportunity to increase and broaden
the employment time frame. In composing your job advertisement, Job advertisements come in
numerous shapes and sizes, however, there are some straightforward principles that every
advertisement should comply to take after the way that it pulls in the correct contender for the
job. I have few wide methods (contingent upon the strategy for improving each segment of a job
advertisement): (Walker, Feild, Giles, & Bernerth, 2008)
1. CHARMING OR APPEALING JOB TITLE
This is the most effective way of getting more viewers and interest in your job post, by
making it appealing you are attracting job seekers attention. For example, there is a vacancy for a
role "Business to Business support officer" but the main point I that how many people are going
to type these keywords in the search box. If the person you want to attract is a type who would
like to work as a PR executive, then your work is titled 'PR Exclusive'. (Choi & Rasmussen,
2009)

[Shortened Title up to 50 Characters] 5
2. SETTING THE STRUCTURE OF JOB POST
Introduction: Set a goal to put this around 45 words and instead of talking about the
company talk about the job.
Responsibilities and roles: Candidates will find this easy to quickly access the job roles
and responsibilities and whether they are eligible for the posted job or not. Successful applicants
will undertake six to seven major task that will be mentioned in the list. If possible try to mention
the purpose of business, so that candidates can see how situation used to fit into the plan of the
company. For example "to increase the level of customer, email marketing plan is needed".
Remember that your ad is not a job description and therefore there is no need to include every
element of that role, just enough points to get desired candidates. (Kanij, Merkel, & Grundy,
2014)
Specification: What abilities, capabilities or characteristics would you say you are
looking at in your optimal candidate? Attempt to divide amongst them and what is required and
what will be the preferred standpoint. In a case that you are expecting a high level of CV, at that
point, you can go out on a risk of less specificity with your requirements, however, in the event
that you need some brilliant candidates, at that point be clear about the strict criteria required to
be met. Job seeker has taken little notification of this area and you can impact your response rate
significantly with some carefully picked words.
Rewards: Also, you can expect to get information about the candidate’s desired salary,
you should point out the major benefits and allowances they can look forward to. What would
attract them to apply for the role you are giving, rather than joining the same role with the
opponent? It is not necessary for the awards to be financial, so think about your company's

[Shortened Title up to 50 Characters] 6
flexible working program, and team outing or child care options. It is not necessary for the
rewards to be financial, so think about your company's flexible working program, and child care
options or team outing. (Akhter, Raza, Ashraf, Ahmad, & Aslam, 2016)
Location: You let the candidates know about the feasibility if your office location from
different places, what are different modes of transportation available for that location. In-house
role or always traveling role.
Company Profile: Tell them what your business is all about. In a case that your company
is not a brand or well know, that time you will need to provide the detail of the type of industry.
Instead of copy the same content from about us page, try to relate that job posting with the
working of the company. So in a case that it is travel executive role that time you will mention "
A leading travel company, with an aggressive trekking plan to gain extra business" And in a same
company if you are looking for an IT expert, you can write " A leading travel company looking
or online portal and it development programs". Try to give short detail only as a job seeker will
do a research on that from his side. Similarly, in case of creative director, you can write "A
leading travel company looking for upgrading to the creative website".
Appealing: In the event that you take an analogy that the job is your product and your
job searcher is a client, at that point, you have to present an attractive case for the transaction (or
take their time to apply for opening). Job seekers have experienced their skills and have
experienced so much and if you want to apply for them a job then you need to appeal to your
consumers. (Bullinger, 2016)

[Shortened Title up to 50 Characters] 7
References
Akhter, N., Raza, H., Ashraf, A., Ahmad, A., & Aslam, N. (2016). Impact of Training and
Deveolpment, Performance Appraisal and Reward System on Job Satisfaction.
International Review of Management and Business Research, 561.
Bullinger, B. (2016). From attraction to identification: Analyzing institutionalized values in job
advertisement visuals. In Academy of Management Proceedings.
Choi, Y., & Rasmussen, E. (2009). What qualifications and skills are important for digital
librarian positions in academic libraries? A job advertisement analysis. The journal of
academic librarianship, 457-467.
Kanij, T., Merkel, R., & Grundy, J. (2014). An empirical study to review and revise job
responsibilities of software testers. In Visual Languages and Human-Centric Computing ,
89-92.
Walker, H. J., Feild, H. S., Giles, W. F., & Bernerth, J. B. (2008). The interactive effects of job
advertisement characteristics and applicant experience on reactions to recruitment
messages. Journal of Occupational and Organizational Psychology, 619-638.

[Shortened Title up to 50 Characters] 8