The

Ultimate Guide to

Recruitment

Advertising

How to ensure you get the best ad response every time

recruitloop.com

The Ultimate Guide to Recruitment Advertising How to ensure you get the best ad response every time Copyright © RecruitLoop 2012 First published November 2012 All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior written permission of RecruitLoop.

1

recruitloop.com

Contents Part 1

Foreword

Part 2

Refining Your Target Audience

Part 3

The Structure of Your Job Ad

Part 4

Grab Their Attention

Part 5

Attracting the Right Candidates

Part 6

Connecting With Your Audience

Part 7

What NOT to Say in Your Job Ad

Part 8

Print vs Online Conclusion Examples of Good and Bad Ads About RecruitLoop

3

recruitloop.com

Foreword ‘You only get out of something what you put into it’ . It’s an old saying that is particularly true in recruitment advertising. In other words, the calibre and suitability of the candidates you attract to your position will depend on the quality of the job advertisement you write. You may know in your head what your ideal candidate is like, but unless you convey that accurately and convincingly to them, you will never meet them because:

• they never read your ad or • they did read it, but failed to recognise that you were talking to them.

A good job advertisement consists of several equally important elements:

• a striking headline • an inviting strap-line • a list of job benefits • an informative company overview • the profile of the successful candidate • ”must haves” - skills and competencies • application instructions / closing date

Writing a good job advertisement is not difficult if you follow this structure and really think hard about the qualities and abilities you want your ideal candidate to possess. Hopefully, the information and advice in this eBook will help you to put a whole lot more into your next recruitment ad, with the result that you get a whole lot more out of it, in the form of your ideal candidate.

4

recruitloop.com

Refining Your Target Audience Rather than having to sort through unsuitable applicants at the resume culling stage or, worse still, the interview stage, your job ad, if well written, should do the filtering for you. Your target audience will initially be fairly broad. For example, if you are advertising for a sales manager, then your target audience is ‘all sales managers’.

A well-constructed job ad acts like a funnel. It attracts the attention of a large group of people (i.e. all sales managers) through its catchy headline, strap-line and bullet-pointed benefits. They then continue reading into the body of the ad and this is where the funnel begins to narrow. This is where you begin listing the performance criteria for the job, the qualifications and experience required and character traits you are seeking and slowly your target audience begins to narrow further. Those reading the ad will either tick a mental box, and think ‘I can do that’ or ‘I have that’, or they will place a cross in the box and self-eject themselves from the process there and then. Your target audience has now been reduced to those who have ticked all the boxes. For example, rather than just ‘all sales managers’, your target audience is now ‘sales managers who possess several years experience in a similar role, a Business Degree, and who believe they have what it takes to turn around a nonperforming sales team and deliver a profit within one year’. These are the candidates you want to apply, so now is a good time to re-state the benefits of the job and mention any other benefits not yet covered. Talking about the great company culture and opportunities for advancement will hopefully seal the deal. The funnel has narrowed to a trickle and it’s time to include a strong call to action, perhaps indicating that such a great opportunity will be hotly contested, so be sure to apply now.

5

recruitloop.com

Make it easy for them to apply. Rather than requiring them to go to a website or call a number to obtain a job description, give them several easy ways to apply immediately. These can be a phone number, an email address or if it is an online job advertisement, you can even allow them to use their LinkedIn profile as a resume (as many companies are now doing). This will also increase the chances of passive candidates applying, who would otherwise find it all too hard and not bother to go any further.

The Truth About Passive Candidates Passive candidates make up two thirds of the working population and are highly valued by recruiters for their experience, loyalty, maturity, stability and exhibited success in their current roles. Passive candidates will browse the job sites occasionally ‘just to see what’s out there’ and unless they see something that really grabs their attention, fires their imagination and promises something better than the job they already have, they will not bother to read your job ad.

6

recruitloop.com

The Structure of Your Job Ad A good job ad should flow in such a way as to lead the reader on from one section to the next. The following sections should be included, although the order of the middle sections can be somewhat flexible. Headline – this is where you attract attention to your ad, so it has to be catchy, but also clearly define the role. Strap-line – this is the line that qualifies the headline. For example, if the headline is ‘Web Wizard’, the strap-line should say something like ‘Web developer needed to create online magic for digital design agency’. Bullet points – you should include three bullet points that nail the main benefits or attractions of the position. Company profile – keep this section brief. Resist the temptation to include your entire company history and vision, which makes laborious reading for someone who hasn’t yet decided they want the job. People are more interested in company culture these days, so perhaps concentrate on why your company is such a great place to work. Candidate profile – this is where you sort the wheat from the chaff. Describe what the candidate would be expected to achieve to be considered successful in the role. Those who think they have what it takes will read on, but many will bow out at this point. Requirements – this section includes any mandatory requirements such as a specific licence or certificate, experience required, knowledge of particular systems or required educational qualifications. Desirables – here you can list the skills, qualifications or character traits that are not mandatory, but would be regarded favourably if the candidate were to possess them. They could include things like ‘an interest in environmental issues’, ‘a broad understanding of SEO’ or even ‘a sense of humour’. Benefits – while the main benefits have been highlighted in your bullet points at the top of the ad, this is where you can re-state them and include any additional benefits you may not have mentioned. If the candidate has read this far and has not self-ejected, then you want them to apply, so finish on an inviting note.

7

recruitloop.com

Call to action – every ad requires a call to action. Once you have sold them on the job, you want them to take action and apply for it. One way to create a sense of urgency is to include an application cut-off date. How to apply – as mentioned above, make it as easy as possible to apply, with a single phone number or email address. Disclaimer – you may want to include something along the lines of ‘Only those applicants who meet the above criteria will be contacted for interview.’ If your ad has done its job, you shouldn’t need this line, as only qualified candidates will apply. But just in case a few unsuitable candidates manage to slip through the funnel, a statement such as this will relieve you of the task of having to reply personally to each one of them.

8

recruitloop.com

Grab Their Attention Like any good advertisement, a recruitment ad has to STAND OUT. Sorry for shouting, but it really can’t be emphasised enough. If your ideal candidate doesn’t notice your ad, then you’ve completely wasted your time and money. There are literally millions of job ads out there, so you really have to stand out from the pack.

Headline So how do you get their attention? Well, if it’s a print or an online ad, as the majority of job ads are these days, then it’s the headline that must stand out. It’s the first thing a candidate sees, so your headline needs to instantly grab their attention. By the same token, it also needs to say exactly what the job is, so you can’t afford to be clever at the expense of being clear. Be creative, by all means, but make sure the job role is obvious from your headline. For example, ‘Director of First Impressions’ is a creative way of saying ‘receptionist’ and to many would be pretty apparent what the job is. ‘Dream Fulfiller’ on the other hand does not give any indication to the uninitiated that it is in fact referring to a Financial Services Consultant. A more practical way to get their attention and still ensure the position being advertised is crystal clear, is to use job titles like:

• Creative Guru (creative writer) • Web Wizard (web developer) • Office Dynamo (office all-rounder) • Sales Ninja (top salesperson).

9

recruitloop.com 10

However, if your potential candidate is browsing an online job board, then having the job title in the headline is absolutely essential, otherwise your ad will not come up in their search list. While ‘Director of First Impressions’ may be fine for a print ad, unless you include the word ‘receptionist’ in the title of an online ad, those candidates searching exclusively for receptionist jobs will miss your ad altogether. Here’s a statistic that really brings home the importance of the headline.

Four times as many people read the headline as read the content of your ad. What does that mean? It means that a lot more people are reading the headline and simply going no further because it doesn’t get them in.

Strap-line After the headline, the handful of words that follow are equally as important. Your headline has made them stop and look and what they read after that will either inspire them to read further or cause them to lose interest and continue browsing. Your ‘strap-line’ or qualifying sentence, must expand on what your headline says. For example, if the headline is ‘Web Wizard’, then the strap-line must reinforce this concept by saying something like ‘Web developer needed to create online magic for a digital design agency’.

Benefits The strap-line should ideally be followed by three bullet points that nail the three biggest benefits of the job. Salary is always a good one to include (if it’s a good salary, of course) and other benefits might include:

• Flexible hours; • Great team environment; • Advancement opportunities; • Car included; • Chance to work on big accounts; or even • Stunning harbour views (trust me this one’s worked many times before).

recruitloop.com 11

Attracting the Right Candidates The aim of a good recruitment ad is to generate responses from a handful of candidates. It is not your aim (or at least it shouldn’t be) to generate as many responses as possible, so that you then have to spend hours (or even days) phone screening and sifting through resumes, possibly to find at the end of the process that your ideal candidate isn’t even amongst them. Your recruitment ad should be an advertisement targeting someone who exactly matches the attributes in the performance profile you have created for the role. You should have compiled this performance profile prior to doing anything else, as it is the blueprint for the ideal candidate for your job. See Page 12. By spelling out your expectations for the role in your job ad (key skills, core competencies and main performance measures), hopefully only those candidates who believe they can accomplish your objectives will apply. The others will eject themselves one by one, ideally leaving you with a small pool of applicants amongst which you’ll find the ideal person for the job.

recruitloop.com 12

Performance Profiles A performance profile is a list of objectives that a candidate would need to achieve in order to be considered successful in the role. Unlike a job description, which lists skills and character traits, a performance profile outlines what the candidate will be expected to accomplish, using those skills and traits. These objectives should be listed in order of priority, so you must first decide on the major objective that your ideal candidate needs to accomplish. If the role is a sales manager, the major objective could be achieving a certain sales figure within a certain time frame, putting together a successful sales team, or sorting out an unsuccessful team. Once you have the prime objective, start to think of the other problems and opportunities the person will face in their first year in the job and list those as objectives to be achieved in order of priority. You should finish up with a list of eight or ten objectives, which define what must be achieved in the role for the candidate to be considered successful. Being able to review candidates with this list in mind will allow you to focus on comparable accomplishments in their backgrounds. This will mean you are far less likely to be distracted by personalities or academic achievements and more likely to choose someone with the potential to actually get the job done. In order to find superior performers, you first need to define superior performance and this is where the performance profile can make such a big difference when constructing your recruitment ad. There are three main ways you can prepare a performance profile: • In the manner described above, asking what would the candidate need to do to be considered successful? • By looking at high achieving employees in similar roles and asking what do these employees do differently that makes them the best? • By converting the requirements on your job description from nouns to verbs (i.e. where it says ‘must have two years experience’, asking what would that two years experience look like in terms of performing on the job?).

recruitloop.com 13

Connecting With Your Audience You need to know your target audience in order to connect with them through your ad. You need to understand how they think, how they talk, what they like and speak to them in terms they will understand and identify with. In most cases, you should avoid a formal style and speak in the second rather than third person. That means using the word ‘you’ rather than terms like ‘the ideal candidate’ or ‘the successful candidate’. By personalising your description of the role (i.e. ‘you will be working with an exciting and fun team on a variety of new projects’), you are helping the candidate to actually picture themselves in the role and making it far more attractive to them in the process. Stress the things that are unique about your job and your company. People want to work for employers who are progressive and open to new ideas. Boring job descriptions usually mean boring jobs. By the same token, don’t exaggerate the attributes of the position to make it sound more exciting than it is. This only leads to a dissatisfied employee and can even land you in hot water for misrepresentation. Avoid using big words, unless they are pertinent to the role (i.e. a position in science or medicine) and keep your sentences short (no more than 15 words) to make your ad easy to read. Use lots of bullet points, as these are a great way to present information in a concise and memorable way. Don’t over-design your ad. Dark letters on a light background in a good sized, easy-to-read font are best and you should leave plenty of blank space around your paragraphs to draw the eye.

recruitloop.com 14

If your brand is well known to your target audience, then display it prominently in your ad. And finally, always keep the AIDA formula in mind:

A

ttention. If you don’t grab their attention immediately, however good your ad is, it simply won’t be read.

Interest. Make your job sound interesting by describing it in terms your target

audience can understand and appreciate.

D

esire. Make your job sound desirable by emphasising the many benefits it offers.

Action. Create a sense of urgency to trigger an immediate response.

recruitloop.com 15

What NOT to Say in a Job Ad Gone are the days when you could advertise for a ‘Young Caucasian Male for Factory Work’ or an ‘Attractive Female for a Local Beauty Clinic’. Anti-discrimination laws and politically correct thinking have caught up with recruitment advertising and saying the wrong thing in your ad can now expose you and your company to a world of pain and heartache. The two main areas that can get you into trouble in job advertising are discrimination and misrepresentation.

Discrimination There are a number of forms of discrimination cited in anti-discrimination legislation and those most relevant to recruitment include: Gender-based discrimination - using terms like ‘waitress, ‘admin girl’, ‘mailman’ or ‘salesman’ in job ads. While gender-based discrimination has declined, with the realisation by most males that a woman can perform a job equally as well (if not better) than a man, there are still a few old-school employers out there who haven’t yet seen the light. Racial discrimination – a recent job ad by a Tasmanian cleaning company asking for ‘No Indians or Asians’ proves that racial discrimination is alive and well in recruitment advertising. The thing to remember is that, even when the ability to speak a foreign language is vital to a position, the proficiency in the language as opposed to one’s country of origin is all that matters. . Age discrimination - mentioning an age requirement or asking for a specific number of years experience are both forms of age discrimination in job advertising. So are using the words ‘young’ or ‘mature’ to describe your ideal applicant. Disability discrimination – advertising for ‘able-bodied’ people is a blatant form of discrimination, while requiring applicants for a desk job to have a driver’s licence is a more subtle way of discriminating against those with a disability.

recruitloop.com 16

There should never be any reason to discriminate against one group or another in recruitment, because what you are looking for is a particular skill set and the ability to perform a role successfully. Excluding anyone on the basis of their gender, race, age or physical attributes is simply reducing the number of applicants matching your criteria who will apply to your advertisement.

Misrepresentation While it can be tempting to exaggerate the benefits of a job to attract better candidates, it is not a wise thing to do.

If you employ someone under false pretences, not only do you have a disgruntled employee who will spread dissention among your staff and leave as soon as they can find another job, but they could also accuse you of misrepresenting the job and take legal action against you. There have been a number of cases where these provisions have been used to establish claims and damages awarded have been significant. At the very least, a bad hire will cost you around three times the candidate’s salary, so it’s really not worth exaggerating your job or making promises you can’t keep just to attract a better class of applicant.

recruitloop.com 17

Where to Advertise Your Job The two main forms of recruitment advertising are online and print. There are pros and cons in relation to both mediums and different writing styles required for each.

Online style Internet users have a short attention span, with a multitude of distractions just a mouse-click away. That means they scan, rather than read, so your writing style needs to reflect this. Bullet points are particularly suited to online job ads, as they deliver bite-sized pieces of information that can be absorbed quickly and easily. Short words and short sentences are also recommended for the same reason. The headline must really grab attention online, as ads posted to online job boards are all formatted the same way and all have the same size and style of font. It has been suggested that we read around 25% slower on-screen than when reading printed text, due to the fact that online text is harder to read. We have also been programmed to read to reject, due to the huge volume of information presented to us every day on the internet.

A job advertiser has less than 15 seconds to attract and retain our attention before we will move on. So the job ad really has to work hard to be successful.

recruitloop.com 18

Keywords are also very important when writing online job ads. The primary keyword is the job title and this must appear in the headline when advertising on an online job board, as this will most likely be the word the job seeker uses to search by.

Print style Unlike on an online job site, where you pay a price to advertise, when you advertise in a newspaper, you will either pay by the word or by the amount of space you use. This means every word must count. You need to keep your style concise and to the point, avoiding the temptation to go into great detail about the job description or waxing lyrical about your company history and vision for the future. But while print requires brevity in your writing style, it also offers more scope for creativity in the design of your job ad, which can be used to create a point of difference and attract a reader’s attention on a newspaper page full of similar looking ads.

Online vs print One advantage online job boards have over print advertising is their low cost. One low fee will get your ad listed on a job board, while a print ad is relatively expensive by comparison and costs more the bigger your ad is. Another advantage of online ads is that you are not paying by the line, so your ad can be as wordy as you want it to be. However as we’ve mentioned above, you should get straight to the point and stay on it, or risk losing your fickle online reader. A further advantage with online ads is the amount of people you can reach. The audience is huge; far greater than the readership of any newspaper. Many online job boards also give you the option of sharing your ad on social media, which exposes it to yet another huge audience of potential candidates. The content can also be easily updated in an online advertisement, so if anything changes about the job, you can quickly update the relevant section. With newspaper ads, once it has gone to print, that is it and any amendments to future appearances will incur a fee.

recruitloop.com 19

One final advantage of online advertising is that you can get an instant response to your ad. If you provide an email address or website contact, potential candidates can have their resumes with you in just minutes, making the review process much faster and easier. With so many advantages to online advertising, why would you bother taking out a print ad? Well, print does offer some advantages over online job boards. For one, thing, it allows you to target very specific audiences, such as through industry magazines that your ideal candidate is likely to read. And, as mentioned previously, you can utilise design features with a print ad to attract attention; something the restrictions of a job board listing won’t allow. Overall though, online job advertisements would seem to be the way of the future, as printing becomes more expensive and more printed publications convert to an online format. Which medium you choose will depend largely on the sort of job you are advertising and the type of candidate you are trying to attract.

Before you publish your ad Whether you are publishing your ad online or in print, remember to proof read your ad very carefully. You might even want to give it to a colleague to read first. Often a fresh pair of eyes will detect any obvious mistakes. Here’s a hint: Read your ad copy out loud. If it sounds right, it will read right.

recruitloop.com 20

Conclusion Writing a job ad is like writing any other advertisement. Unless the right formula is followed and the correct ingredients are included, it will probably fail to target the audience you’re trying to reach or inspire them to apply. In this eBook, we have focused on the primary elements that need to be present for your job ad to have any chance of being successful. First, we have shown you how to filter your candidates through the ‘funnel’ of your ad’s structure, so that only those with the ability and drive to get the job done will apply at the other end. We’ve emphasised the fact that, as with any advertisement, you need to get noticed or everything else is a waste of time and money. In recruitment ads, you do this through your headline, strap-line and bullet-pointed benefits. Finally, we have also explained the importance of creating a performance profile, which is a vital tool for identifying and communicating who your ideal candidate is; not only through their attributes, but through the actions they will be required to perform. How much of this information you choose to apply in your recruitment advertising is entirely up to you. But if you take just one thing away and its use in your next job ad leads to a good hire, then we’ll be happy. Remember, if you still don’t feel confident that you can craft a job advertisement that will bring your ideal candidate to you, RecruitLoop can help you out along the way. Happy advertising!

recruitloop.com 21

Examples of Good and Bad Ads Examples of Good Ads: Associate – Environmental Consultant Good use of bullet points to highlight the main benefits of the position

• Leading global consultancy • Great opportunity at senior level • Join a team of world class specialists • Excellent opportunity for a highly experienced person to join a global consultancy. The Organisation This global organisation is a leading environmental consultancy. Servicing the mining and infrastructure sectors globally, the organisation is highly recognised as market leader providing professional services in environmental and social management, technical investigations and project management. The Opportunity As a Senior Environmental Consultant, you will be responsible for leading and assisting the Environmental Impact Assessment group. You will provide advice and liaise with clients, sub-contractors, government authorities and other key stakeholders.

The ad ‘speaks’ directly to the ideal candidate using the word ‘you’ – allowing them to personally identify with the position.

Key responsibilities include: • Managing and providing advice on all aspects of projects • Mentoring the professional development of team members • Business development • Developing reports, submissions and proposals • Complying with Health and Safety policies and procedures, environment laws, and company policy To be Successful As a Senior Manager, typically you will possess significant experience gained within a consulting practice.You will be a highly capable leader with the ability to demonstrate client-side experience, and possess considerable skill at high level negotiations. You will demonstrate a strong level of competence in environmental impact assessment and environmental management.

Including full contact details as well as an ‘Apply Now’ button allows potential candidates to respond to the job ad as quickly as possible.

You will have relevant tertiary qualifications in engineering, science or a related discipline.Your strong leadership skills will be evidenced by value added to stakeholder relationships, contract development and exceptional report writing and communication skills. An attractive salary package is on offer. To express your interest in this role please forward your application (Word format) in absolute confidence or for a confidential discussion please call Betty Wynstop on 0412 222 222. Email: Please click the ‘Apply Now’ button below.

Apply Now

recruitloop.com 22

Clear headline will grab the candidates’ attention. There is no confusion as to what the role is about.

Good description of the organisation.

Marketing Assistant - 12 Month Contract • Great Location •12-Month Contract We are a leading international research based health care group. Our mission is to discover, manufacture and successfully market innovative products. We aim to contribute to the global health of humans and animals alike and to enhance well-being and quality of life through the diagnosis, prevention and therapy of diseases. An exciting opportunity exists for a talented and energetic Marketing Assistant to join our team reporting through to the Marketing Manager. In this role you will: • Assist with the overall aims and objectives of the Animals’ Health Department; • Provide administration support to the Marketing team and Sales team (as required); • Inventory management and filling sample requests; • Invoice and expenses management; • Prepare and distribute sales materials; • Co-ordinate Marketing Team’s on and off site meetings, expos and conferences; • Organise business travel for the Marketing Team: • Liaise with advertising and media agencies and customers. To be successful in this role you will need: • A Marketing/Business and/or Science tertiary qualification (preferred); • Pharmaceutical sales experience (preferred); • At least 12 months in a similar position (preferred); • A high strategic orientation and results focus; • Strong communication skills; • Ability to quickly assimilate new information and focus on set goals; • Intermediate to advanced knowledge of MS Word, Excel and PowerPoint; • Be able to work independently in a well organised manner and set priorities to meet deadlines. As an employer of choice, we will provide you: • Competitive salary package and benefits; • Opportunities for ongoing learning and career development. If you are keen to pursue this exciting career opportunity, please forward your written application (outlining qualifications, experience and relevant personal details) by 31 October 2012 quoting Reference Number PXS1810 to: [email protected]

Separating desired and mandatory requirements helps potential candidates understand the role.

Including an application closing date creates a sense of urgency and will help filter out unsuitable candidates.

recruitloop.com 23

Good use of bullet points.

Recruitment Consultant • Contact Centre Specialist • Sydney CBD • Join an experienced team

The APW Group is a global leader in HR solutions with over 5,000 employees and 50 offices globally. Our Sydney Contact Centre recruitment team is definitely one you will want to be part of. They are experts in contact centre recruitment solutions. Working with a combination of new and existing accounts, you will be responsible for facilitating your clients' recruitment needs in the contact centre arena. Previous recruitment industry experience is essential for this position. Your role will be critical in developing and sustaining long-term business relationships with your clients. You will be constantly kept busy in this end to end recruitment role!

A clear description of the requirements for the role will help attract suitable candidates.

Write with enthusiasm! It will help engage the reader.

This excellent opportunity would suit someone who is: • Passionate about delivering results • A real "people person" who thrives on working in a fast-paced environment; • Mature-minded and has a responsible and caring approach to candidates and clients, giving them 5-star service at all times; • Able to build great relationships with your clients and grow your business through "organic growth", new business development and networking. This is an exceptional opportunity to join a high performing team in the heart of the Sydney CBD. In return, you will be rewarded with: • A fun and challenging role, that will be oth demanding and rewarding; • On-the-job training & support, with established resources in HR, IR, Marketing, OH&S, Legal, Marketing and Operations Teams; • Career progression and unparalleled career opportunities, both in Australia and overseas; • Excellent salary, bonus structure and employee benefits, including Paid Parental leave and Income Protection. Rather than simply reading about it, experience it! Apply today or for a confidential discussion call our recruitment team on 1300 111 222.

Highlighting a list of benefits will ensure suitable candidates can relate more to the opportunity.

recruitloop.com 24

Examples of Bad Ads: The headline is unclear and doesn’t tell readers anything about the role.

Careless spelling mistakes, typing mistakes and sloppy formatting make the ad (and therefore the company running the ad) appear unprofessional.

Promo! Promo! Promo! Immediate Start!! We are an international promotions & marketing Co. with offices throughout Europe and now, in Sydney. Due to our clients increased demand we are now now seeking outgoing, positive, driven peopleto join our growing team. Can you answer these questions with a YES? If so applynow! • Do you have heaps of personality & confidence? • Bored of the same old things & want to have some fun while earning some great ca$h? • Are you a great team player? We are looking for people who wish to grow within the industry while also having a passion for making a difference. Great travel opportunities both nationally and internationally for the more ambitious! Exc Comm +Incentives START TODAY!!!! Please send your CV through to [email protected] Applications close in a week.

No real company or position overview will put off applicants who may otherwise be suited to such a role.

Assistant - Financial - Global Company - 65K New Role Available A unique opportunity has been created for an assistant commercial editor to join this dedicated team located within a renowned and highly regarded Global Insurer nestled right in the heart of the city. Duties • Working in a team of 7 • Assisting in the management an existing diverse book of business • Develop and maintain strong Broker and key stakeholder relationships. • Using your existing networking skills you will identify new business opportunities in line with the strategic plan of the department.

Impersonal style makes the ad less attractive for potential candidates.

Background • Be highly analytical and numerical with proven ability to be able to provide portfolio analysis reports to management • At least 2 years underwriting , broking or claims experience • Strong technical knowledge of commercial business packages products and classes • Ability to develop and maintain strong broker relationships within local markets • Great communication skills To Apple online, please click on the appropriate link below. All applications will be treated with the strictest of confidence.

Careless spelling errors will also put off serious job seekers.

recruitloop.com 25

About RecruitLoop RecruitLoop gives employers a smarter way to hire through technology and services that slash the cost and time it takes to find new staff. The model consists of two primary components: 1. Recruitment marketplace: A global network of independent recruitment professionals RecruitLoop aggregates a network of independent, professional recruiters who help employers find new staff. This gives employers access to professional recruitment support, with a charging model providing 80% lower cost than a traditional recruitment agency.

learn more 2. Recorded video interview platform: A game-changing innovation in the recruitment process RecruitLoop has developed a technology for recorded video interviews. This is not a ‘live’ video-capability like Skype, but an automated one that records candidate responses to customised written questions, via their webcam. This innovation removes hours from the screening process, for both employers and recruiters.

learn more