Getting doughnuts? Let's check that we've got the basics covered.

Go through the following points and if there are edits you'd like us to make to your job ad, send them to your HealthyPeople contact and we'll update the ad right away.

☑ Have you reached out to everyone that has applied?

Some applications might be a 'hard no', but be aware that professionals are notoriously bad at best representing themselves, so keep an open mind and make the most of your probation period. 

If the attitude is there, skill can be trained.  

☑ Does your job ad actually reflect the nature of the role?

We'd prefer you to have 4 great applications than 15 ordinary ones. If you've only had a few applications and they're not what you're looking for, this is a quality issue, not a volume issue. 

If candidates are genuinely off the mark or lack a specific requirement, then there's a strong chance the ad needs to be updated. Give us a call to discuss, as we may be able to more clearly articulate who should (or should not) be applying.

☑ Are you finding that applicants have found a job elsewhere?

The importance of responding quickly to applications can not be understated. Do not leave this task to a set time in the week, or when you have a few applications to do at once. Respond as soon as possible to when the application comes in. 

Note; If candidates are not returning calls, this may also indicate they have found a job elsewhere. 

☑ Is the benefit to the candidate clear?

Why should the candidate choose your role over one over any other?

Stay away from cliched terms like 'culture', 'state of the art', 'community', 'best' and the like unless you can back it up. Be clear on why your community (or culture or team or innovation) is any different to the next one.

☑ Have you shared your job ad to your social media? 

There could be people in your existing networks that would welcome the opportunity to apply. Even better, get your existing staff to share among their networks! 

☑ Does the ad need to be shorter? 

When skimming through job ads, does your role capture their attention? Does the ad need to be distilled to the key points?

☑ Could we add a video or images?

If you have a great team shot or a video that helps sell your team, your facility and/or articulate your culture, send it/them through and we'll get them included in your ad.

☑ Is there anything truly unique about your business/location/team/clients?

It could be this quirk that attracts the very person you're looking for. 

Ask existing staff what they enjoy about working in your business. Maybe they'll provide some insight that you were previously unaware of.

Please email through any changes you'd like to make to your ad, and we'll update things right away.