5 Formatting Tips for Your Job Advertisement

The content of your job advertisement is important. But sometimes, one of the most important parts of creating a job advertisement has nothing to do with words. It’s simply about ensuring that you format your job advertisement correctly. Job advertisements – especially those posted online – have to follow some of the same guidelines as other forms of online writing, with special formatting rules that help to ensure your job advertisement is more visible to your audience.

Job advertisements – especially those posted online – have to follow some of the same guidelines as other forms of online writing, with special formatting rules that help to ensure your job advertisement is more visible to your audience.

How to Format a Job Advertisement for the Internet

On the internet, even with job seekers, there is a limit to how much of an attention span each reader will have, as well as where their eyes go when they are visiting your page. That’s why you’ll want to make sure that you have the right formatting, to help your job advertisement get noticed.

Tips for formatting include:

  • Utilise Bullet Points – Perhaps the most affordable formatting tip is to use bullet points to highlight your most important information. Bullet points draw the eye naturally, especially in online writing. They are the first location the visitor’s eyes will go. Use bullet points to talk about your company’s best features, your most important qualifications, etc.
  • Use Subheadings – Like bullet points, subheadings help make job postings easier to navigate. If the person wants to scroll down quickly to read what the requirements are before they decide to learn more about your company, they’re going to look for something, like a subheading, that signals where they should start reading.
  • Use Short Paragraphs – Large amounts of text are overwhelming to the eye. They naturally promote skimming, and can cause the person to lose interest in your advertisement or miss critical bits of information. Shorter paragraphs – ideally no more than 4 lines of text – help ensure that the reading is easier to digest.
  • Bold – Not every job board lets you add custom formatting, like bolding, but there are ways to use bold to your advantage. Use bold to highlight important information that you want applicants to notice. This might include specific qualifications or experiences required, location and/or salary information.
  • Use Everything in Moderation – All of the above formatting tips can help improve your job advertisements. But you should also make sure that you aren’t overdoing it. You don’t want more than maybe 5 to 7 bullets at most (with 3 to 5 ideal). You don’t want 15 subheadings. You don’t want to bold every other word. Use each one sparingly to maximise their impact.

You take so much time creating your job advertisement. The last thing you want to do is accidentally cause people to turn away from your ad because you didn’t use the right formatting. Think about your presentation when you create your job ad to ensure that more people see it and appreciate it

How Outsourcing can Help Grow your Small Business

Small business owners often have to put in more work in more different ways than nearly any other profession. Many take on the challenge of overseeing and manage every part of their business – from accounting to sales to marketing to customer service, and more – and they have to do all of those tasks each and every day, often with no time for a break.

But the economy is changing. More and more entrepreneurs are starting to realise that you can build a successful business without overextending yourself. You simply need to be comfortable with outsourcing.

Outsourcing – Great for Time Management, Productivity, Growth, and More

Many refer to outsourcing as a trend. But it may end up being the future of business. These days, more and more small business owners are looking to outsourcing to help them manage some of the tasks in areas of the business that are spreading them thin.

The average business owner has strengths and weaknesses, just like anyone else. For example, you may be excellent with:

  • Sales
  • Networking
  • Marketing

But you may not be an expert in:

  • Accounting
  • Recruitment
  • Mailing and Administration

If you’re a small business owner that is forced to be in charge of these types of activities, you’re taking away from the time you could be spending on the work you’re good at, and instead focusing on work that may not be your strength.

In addition, while they may feel as though they’re paying more, the effect it has on revenue can be substantial. With less time wasted on tasks that make no money (like accounting), the entrepreneur can spend more time on sales, or more time working on the projects that help earn them an income.

Don’t forget the people and companies that you outsource to may be experts. No matter how good you are at a task, if it is not your primary focus then it is unlikely that you are a true expert. Outsourcing to experts thus means that you’re able to see better results in the short and long term.

The idea of outsourcing is more than a fleeting trend. Those that outsource tasks to experts often find that they see some very real results. If you’re interested in outsourcing your recruitment, contact Recruit Shop today.

The Benefits of Hiring Local Staff for Your Retail Store

Hiring is generally about finding the best talent. Ideally, you review resumes and interviews, compare them in talent, and hire the person with the most talent between them. But there are some factors that go beyond talent and ability. For example, loyalty, how they fit in with company culture, whether they have outside variables that affect their employment, and more, all need to be considered in the hiring process.

The same may be true for another factor that is worthy of your consideration – whether or not the applicant is local, and how close they live near where the business operates. There are many benefits to hiring local people, especially if talent levels are close.

Benefits of Local Retail Recruitment

  • Locals Have Local Friends – More and more people like to shop locally in places that are comfortable to them. If you bring in someone that knows others in the neighbourhood, you’re also going to bring in their friends and family, as well as those that have been acquainted with them in the past. It may not be a small boost to revenue, but it does help you get your name out there even further.
  • Reducing Turnover – If you hire locally, you’re also going to have someone that is used to the area: someone that wants an easy job that they can get to quickly from their home that they often/presumably plan to stay with. Often they know your store already, and maybe even have wanted to work there in the past. These are all great factors for improving employee loyalty.
  • Creating a Sense of Community – When people see that you’re hiring locals and they know who you’ve hired, they’ll remember that your company has supported its local area. Your customers will then, both consciously and subconsciously, be appreciative of you bringing in local people to work for your company.
  • Easier Interviews, Vetting, and Scheduling – It is challenging and time-consuming to interview and question people that live far away. Even if they are working in just a nearby suburb, they may find it difficult to find time to drive all the way to your store for a job interview, or address issues with scheduling conflicts. When they live locally, interview scheduling becomes much easier, as does contacting them if they have any questions. You are also more likely to have other local workers that know them and are familiar with them in order to get feedback.
  • Locals Attract Other Locals – In addition to attracting customers, locals are also going to be more in the loop about other local talent. They’re going to have connections and a network of their own that they have created, and they may know people that are a great talent and are looking for someone to work for nearby. These are great connections to have, with the potential to continue to add to employee loyalty.
  • They Are Your Culture – Company cultures can be cultivated by great leadership. But there is always a component of company culture that is simply natural to the area. For example, if you live in an area with a lot of young graduates, chances are it has a more relaxed vibe and personality than an area that attracts a lot of blue collar families. These cultures tend to influence each other, which means that your company culture is or may be influenced by those around you, and vice versa. Hiring someone that lives in your area means that they are more likely to be already keyed into that type of culture.
  • They Live Nearby – Of course, some of the simplest benefits are still valuable. Local people live close by and can easily get to work. They have a less stressful commute which increases happiness. They may have an easier time creating workplace friendships and may be able to fill in at a moment’s notice if someone is out. Living close by, locals are also more easily able to attend workshops and socials hosted outside of work hours. All of these are simple and common benefits to having local workers.

The concern over hiring locals is that there simply may not be enough talent in your local area to warrant their hire. But while that is a concern, that should not stop you from looking for and possibly prioritising those that are already very close to where your office is located. Chances are there are some tremendous assets near you, with additional benefits to hiring locals that you won’t get if you are not looking for them.

101 Recruitment for Franchisees: How to Hire Great Employees in Less time

Easily one of the most common challenges in recruitment for a franchise is the need to hire new staff quickly. It is a common problem, as it is difficult for businesses to start hiring until they are closer to the opening date for the franchise, but once they are closer to that date they will need to hire staff and train them before opening.

With limited time available to make a hire, many franchisees rush their hiring process. But rushing your hire can put you at risk towards bringing on someone that may not be worth the investment. In the early stages of your franchise, these initial hires can be what sets the tone for the rest of your success.

How to Hire Great Employees in Limited Time

There is no rule that says you have to wait to make a hire. You can start collecting applications months in advance, holding interviews and finding great potential assets for your team. While some of those people may be happily employed by the time you open, others may still be interested in starting fresh with your business.

However, if you are looking to hire great staff in less time, consider the following tips and strategies:

  • Have Supplementary Application Questions

Rather than depend solely on an application or resume, have the applicant complete supplementary questions as well. These are mandatory questions that need to be completed with the application before it can be submitted (if online) or before it will be considered (if not online). The primary benefit of these applications is it that it helps you learn more about the applicant than you would learn from the resume alone. In a way, it starts the interview process before you have called them in for an interview. But the secondary benefit is that it weeds out individuals that are not willing to put in extra work. Recruiters call this “self selection.” People that are either not hard workers or not serious about their application will be unlikely to fill out the questions. Those that believe in trying their best (a good personality trait for an employee) are more likely to take those extra steps.

  • Advertise Everywhere

Although more applications can mean more work, it also means more potentially more qualified applications. Make sure you’re advertising simultaneously on multiple websites, and taking advantage of other potential places to show job openings, such as the franchiser’s website and social media accounts. The more people you attract to your job opening, the more likely you will find applicants that fit the criteria.

Side note: Have criteria. Always come up with a hiring plan on what will make an ideal employee, and make sure that your job advertisement is geared towards finding those people.

  • Prepare the Items in Advance

If you do not think you are able to recruit until the last minute, you can still prepare what you’ll need to recruit. Develop a compelling job advertisement. Start determining where to place the ad. Figure out what your hiring process will be, and more. The more you are prepared well in advance, the more you can simply “launch” the advertisement when needed and begin your

  • Use a Recruitment Agency

Franchisees are some of our main clients here at Recruit Shop specifically because of this need for effective, last-minute hiring. Although it may seem like another unnecessary expense, recruitment companies take some of the guesswork and extra effort out of hiring. You can find better applicants for an affordable rate (our prices start at $995 +GST), with those that have more hiring expertise, using whatever deadlines you may have. It allows you to focus on other tasks necessary to the business, including the creation of training materials. Your goal is to maximize your ROI. Using a recruitment company like Recruit Shop that has expertise in hiring for franchisees ensures you hire better people, which then ensures you get greater return on your investment.

Hire the Best to Succeed

Recruitment of great franchise staff should never be an afterthought, because no matter how competitive and well-known the franchise may be, it depends on the success of its employees. Make sure you take the time to hire the best employees, or work with a company that can help.

4 Small Recruitment Things You Should Be Doing (But Probably Aren’t)

Recruitment is its own unique challenge for companies both small and large. Many companies, even those with years of experience, still struggle with their recruitment practices. There are many different, little activities and techniques that can help you with your recruitment, but many companies have not done them, either because they do not know about them or they prefer to avoid the extra work.

Consider reviewing your own recruitment processes and making sure that you have some of the following ideas added to your strategy:

  • Save All Resumes – When people apply to your company, you should save them. Those resumes are your chance to recruit without making a job available. They are people that already applied to your company, and even if you decided not to hire them for the specific job they applied to, a place for them may open in the future and you should have a process to both save and review them.
  • Tell Candidates They Are Not Hired – No matter how many applications that you review, there should be some system in place to tell people you haven’t hired immediately that they did not get the job. It is a good practice to be in, because one of the most stressful emotions to the applicant is not knowing their status.
  • Have An Objective Resume Scoring System – Whether it’s taking the names off of the resume or using a specific scoring mechanism, there should be something you and your team do to review resumes while trying to take away any accidental biases, and something you can use to compare applicants in a mathematical and logical way.
  • Accept and Review Resumes Year Round – If someone wants to apply for your company, and there isn’t a job open, do you let them and genuinely keep the resume? Because someone that wants to apply for you when a job isn’t open is someone that may genuinely care about you as a company. You should be accepting applications all throughout the year and have a method for evaluating them.

These are small changes that can make a major difference in your recruitment process. If you’re looking to be better at recruitment, little changes like this, along with using a recruitment company like Recruit Shop, can help your company find, hire, and attract better people.

When Should You Ask for a Resume, and When a CV?

For many in the recruitment world, resumes and curriculum vitaes (CVs) are by and large interchangeable. They are both part of the job application process. They are both designed for applicants to share their best achievements. They both contain a work history, an educational history, etc. In some cases, they may even literally be considered the same document by hiring managers.

But CVs and resumes are technically different types of documents, and in some cases it may be in your best interests to ask specifically for one type of application over the other.

The Differences Between Resumes and CVs

In the United States, Canada, and other parts of the world, resumes and CVs refer to very different documents. But in Australia and New Zealand, the two have no different meaning. Any time a job is open that is asking for a CV, they are also asking for a resume and vice versa. It is largely considered to be semantics. Yet technically they are slightly different types of documents. There are two primary differences between these two types of documents. The first is

Yet technically they are slightly different types of documents. There are two primary differences between these two types of documents. The first is length. CVs tend to be quite a bit longer than resumes and are not limited to the “1-page rule” that many people consider the gold standard for resumes – especially internationally. CVs are often 1.5 or more pages in length and have no such limitations.

But resumes also tend to only have three main sections:

  • Professional Summary/Objective Statement
  • Education
  • Work History
  • References (Optional)

CVs, on the other hand, include a variety of additional sections:

  • Publications and Presentations
  • Awards and Honours
  • Professional or Scholarly Memberships
  • References (Almost Always Included)

There may even be an “Areas of Interest” section in select cases. These sections are what push the CV well past a single page. They also provide more detail than resumes, although that detail is largely added to the additional sections. The work history sections tend to be fairly similar.

Still, these differences are mostly based on the origin of the two terms. These days there is almost no difference between them. Most people filling out a “CV” are really just filling out what used to be a traditional resume. Only those applying for jobs on academia tend to complete actual CVs.

So if There is No Difference – Which Do You Ask For?

Since there is no difference between them, it doesn’t necessarily matter which one you ask for in your job advertisement. The exception is jobs in the educational field, where a CV provides you with the amount of information you need to thoroughly vet a candidate.

That said, there are still scenarios where it may be better to ask for one or the other.

These include situations such as:

  • International Jobs – If you’re posting a job that is for an international audience (such as a tech job where you are willing to accept someone from the UK, or the US), it may be better to ask for a resume. Internationally, companies that ask for CVs are often looking specifically for the traditional CV, which is something that some international applicants may not be that familiar with.
  • Executive Jobs – By the time someone reaches executive level, chances are they have some idea of how to create a resume/CV. But if you must guide them, a CV may be more appropriate to request, because anyone hiring a high level position within the company should probably turn in a considerable amount of information to make the hiring decision easier.
  • Entry Level Jobs – If you are opening up a position and are accepting recent graduates and younger job seekers, it may be better to ask for a resume. Many are creating these applications for only the first or second time and may be researching how to create these documents online. Requesting a resume specifically can help them avoid confusion.

There are also some experts that argue that it may be better to ask for a resume because the term “CV” has become closer to obsolete, and may indicate that you are too formal for qualified applicants looking for a relaxed environment. But that is probably not going to be a significant issue.

Overall, at least in Australia and New Zealand, CVs and resumes are by and large the same document, with the same information, and asking for one or the other is really more of a preference. But if you want to be a bit kinder to your applicants, it may be better to ask for a resume for all jobs where a true, traditional CV would be inappropriate, simply to make the process a bit easier.

New Trends in Productivity Improvement for Existing Employees

Recruitment focuses on who you hire. But who you hire is only one part of puzzle. Once you’ve brought them on staff, it is your job to make sure that they continue to thrive and be productive as possible.

That is why it is important to watch for new advancements in productivity promotion, and the strategies that companies are using to increase how much work the individuals are able to produce.

The following are some of the more recent strategies that companies are using to improve productivity throughout their business, and encourage more work from existing employees rather than depending on new hires.

Invest in Happiness

Happy employees are more productive employees. This is a truth that has been outlined with numerous citations by Harvard-trained researcher and author Shawn Achor. In his book, The Happiness Advantage, Achor shows that employees who are happier are also more productive, and that by finding ways to make employees experience more contentment in life will give you more output on your investment.

Strategies you use to bring out this mood amongst your staff may also be easy to implement. Some examples include:

  • Recognising even small achievements
  • Setting the example by being an optimistic manager
  • Tying employees’ goals to their own goals outside of the workplace

You can also integrate other fun strategies into the workplace. One free day off of work each month for a fun activity, like hiking, can actually increase productivity once they get back. The best part is that by making happiness a priority, it may also increase other important employee qualities, like retention, since employees know that they may not be able to get that happiness from other places.

Shorten the Time Allowed to Complete a Task

Another way many companies have found to keep their people productive is by actually shortening the amount of time they give employees to get their work done.

The overriding principle is known as Parkinson’s Law. It states that “work expands to fill the time available for its completion.” In other words, if you give someone 40 hours to do their work, they will most likely take all 40 hours to do it.

Many companies are concerned that doing so could cause the work to become overwhelming. But as long as it is it is realistic and manageable, shorter deadlines can keep people focused, keep work ahead of the curve, and provides a challenge that for many can be a nice change of pace.

You can also benefit from Parkinson’s Law by turning some hourly employees into salaried staff members and allowing them to leave the office when a certain amount of work is done for the day. As long as quality checks are in place, this will be a huge incentive to meet these new demands, and can also increase employee happiness.

Ask for Feedback

At Google, a yearly survey – known as Googlegeist – is done to help influence how the company will move forward. The survey takes 30 minutes to complete but has an 88% response rate. Many have credited this unique survey as one of the driving forces behind Google’s unprecedented success. Employees can tell their voices are being heard and are therefore more willing to work hard.

Then, when changes are made to adapt to these requests, it brings about a feeling of community among the staff and helps ensure that you are meeting the needs of your employees. Any form of employee engagement can be beneficial, and asking for feedback is one way to make sure that your employees feel both engaged and valued.

Implementing Productivity Improvements to Get the Most From Staff

Hiring new people with excellent skills is a great way to make sure that your business is able to grow and thrive. But don’t limit your decisions to who you hire. You should also make sure that you’re looking for new and interesting strategies that can get more from the employees you already have on staff, no matter how long they have been there. The above strategies are some of the newer and popular trends that companies are doing to improve productivity throughout the workplace, and worth trying if you could use performance improvements.


When to Take a Chance on an Underqualified Employee

Recruitment is about finding the best talent. It is not about finding the person with the best CV. It is not about looking for a specific type. It is about evaluating every single possible applicant and determining which of them is going to be the best at the job, no matter their experience and background.

Sometimes that means hiring a candidate that has exactly what you wanted from someone. Sometimes that means hiring an overqualified candidate that comes with risks, but has experience that you cannot get anywhere else. And, of course, sometimes it means taking a chance on someone that is underqualified, but has given signs that they’ll still be highly productive.

Signs an Underqualified Applicant is a Worthy Hire

  • When ALL The Personality Factors Are There

If you ignore what’s needed for the job, the personality factors that make for a great hire are intelligence, critical thinking skills, energy, the ability to put in hard work, and more. Technical knowledge matters – you wouldn’t hire someone to code a software program if they have only worked in fast food – but the personality that makes for a great employee can still have a tremendous effect on their ability to thrive. If everything you could want from an employee is all there in the applicant, it may be worth their hire even if the qualifications are missing.

  • When Your Qualifications Were Not Static

If you have “5 years of experience” in your ad, and you have an applicant with only one year of experience but a great education and some strong achievements, then “underqualified” is simply a subjective phrase. Qualifications are often chosen by a company to find the best applicants. But the qualifications are preferred, but not mandatory, it may be worth taking the risk.

  • When Lots of Training Happens Anyway

Some jobs simply require substantial amounts of training, no matter how much experience the person has. For example, if you have an in-house system that the person will have to be thoroughly trained on, then the person’s previous experiences and education becomes less important. Their ability to learn and consume knowledge is what matters.

Hire the Best – Whomever They May Be

Underqualified, overqualified, or exactly what you expected – your job is to try to hire the best possible employees. Employee retention is important but once you’ve accounted for retention, your recruitment process should be about determining who will be the best employee, no matter their background. Sometimes that means hiring someone underqualified. You just have to determine when that is right.

Top Recruitment Tips for Franchisees

Skilled entrepreneurs that are looking for a bit of a head start in their business development often look towards franchises. Those that start a franchise often find that they are able to leverage the brand and business model of the successful franchise, while also putting their own unique touches that allow the company to thrive.

But for a franchise to succeed, it must be staffed with the right people. While some franchises help with staffing, others do not, and so those that are looking to find the right people to work for their company need to make sure they are making smart decisions with regards to their recruitment.

How to Recruit Better for Your Franchise

Recruitment for a franchise can differ significantly compared to recruiting for other types of companies. That is why it is critical to make sure you are aware of what you can do to improve your recruitment process. Strategies include:

  • Learn From Others – Whether your franchisor assists with recruitment or not, it is still important to do whatever you can to learn from their mistakes. Contact the head office and see if they have any recruitment tools. Speak with other franchisees and see if they have seen any unique needs. Unlike nearly any other type of business, the franchisee has the potential to learn from those that have come before them, and those that take advantage of that will be more successful.
  • Focus on Culture, Commitment, and Energy – Starting a franchise can be difficult, which is why there are several qualities that you need to find in your staff. The first is the ability to create a strong company culture. You’re looking for those that understand working as a team, as this will attract others to work for you. The next is commitment, because you’re investing in those you hire and you need them to stay with you. Finally, you need staff with energy – those willing to learn and put in the hard work.
  • Have a Strategy – Franchisees are often in a hurry to hire, and have a tendency to recruit quickly based on a few quick qualities. Lack of time to hire is one of the biggest problems with franchise recruitment, and can lead to poor staff and high turnover. It is much more effective to have a strategy, including a way to analyze candidates objectively and come up with a plan that is focused on what a successful applicant looks like. Even if you are in a hurry, some type of detailed strategy ensures that good candidates are found, and bad ones are missed.
  • Do More Than a Sign – A “Help Wanted” sign on the door is a good way to get some applications, but you want to attract more than just those that drive by in need of a job. You want highly skilled employees. Take advantage of affordable recruitment companies. Use unique and interesting job boards. Consider active recruitment through Twitter or LinkedIn. Don’t let yourself miss potential talent.
  • Do More Than an Application – For jobs that hire entry level employees, there is a tendency to recruit by accepting a very simple application from applicants. But an application is not enough. Ask for a resume/CV, have them fill out questions, etc. Give yourself more information to go from. You may find you get fewer applicants when you make them do more work, but that’s a risk worth taking because those unwilling to do extra work to apply for a job are more likely to avoid extra work at the job.
  • Create a Candidate Pool – The first few years of a franchise can experience considerable turnover, and in some cases you may not even know how many people you need to hire until you are up and running. Collecting information from all candidates and keeping them in some type of pool or database ensures that you have more candidates on hand if you need someone right away.

At Recruit Shop, one of the challenges we see regularly among those that are starting franchises is a tendency to make assumptions when they hire – from how to interview to what makes a good candidate. The best and most successful companies, however, leave little to chance.

If you want to start a franchise that invests in the best people and gives you the best opportunity to be successful, make sure you understand and recognise some of the challenges of recruiting for franchises and respond accordingly.

10 Behavioural Interview Questions For Accountant Recruitment

Almost every company needs an accountant or bookkeeper to help them manage their finances. Every single dollar that goes in and out of your company has to be correctly accounted for, in order to make business decisions, determine revenue, file taxes, and more.

But doing so requires the right type of accountant. Given how important your financial details are to your success, it is important to find the very best accountants – and the ones that are going to successfully thrive in your company.

Behavioural Interview Questions for Accountants

More and more companies are using behavioural interview questions as a way to determine who is prepared for the job. These questions ask for real life scenarios to see how the person handled them, and they force people to think back to experiences they are unlikely to have prepared for so that the interview is more genuine.

For those that need help finding behavioural interview questions for accountants, consider the following:

  • Tell me about a time when you had to meet a tight deadline. What steps did you take?
  • Describe a time when you had to work with another team member. What was your role and why?
  • Tell me about a time an error you made was discovered. What actions did you take?
  • Describe your most difficult client.
  • Tell me about a time an unexpected problem came up during an important project. How did you respond?
  • Describe the steps you have taken to make sure that a report is completed with attention to detail.
  • Describe a time you had to ask for help on a project. What steps did you take?
  • How would you manage multiple projects that are due at the same time?
  • Tell me about a time you had to lead an accounting project.
  • Describe a time you felt really stressed about work and what you did to overcome it.

You can use these questions as a reference to determine your own accounting interview strategy. Applicants that answer these types of questions well are the ones that are most likely to respond to similar situations well while at your company.

Recruitment involves asking questions that help you determine how someone will do at the job. The best way to do that is by asking about real situations, and these behavioural interview questions will help you make that determination.