Ad Writing:
Important things that we keep in mind when writing Ads for the Internet include:

Key words		Candidates search for positions using key words and location.  Because of this use as many key words as possible in the ad copy.  Examples: variations of words such as law & legal or accounting & accountant.  List  key words such as the names of computer programs used, Word, Excel, JD Edwards, Outlook etc ...  and detail job functions such as answer phone or telephone, front desk and reception/receptionist.
Location		If the position is in a major metropolitan area, use the major city name in a sort and not the suburb name (i.e.. Los Angeles vs. Beverly Hills).  Include specific location such as near the intersection of 'X and Y' street and the name of the suburb in the text of the ad.
Headline		Include some tag or headline that will draw the reader to the ad such as salary or a reason a job seeker may want the job: flex hours, fun office, varied duties etc...
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Ad Placement:
Ad placement and the Internet - Don't just post to one site!:

		Use a web search engine to search for free and low cost resources where you can get web presence for your open position.  We commonly post to 10 free websites and utilize many job and industry specific websites to generate candidates.   Our ad budget for most positions is less than $500.00 for all advertising.  Two great free sites to get you started - www.americasjobbank.com & www.jobsonline.com.
		Before you post your position on a paid website, search the site as a candidate to see if your competitors post positions or if similar jobs are posted.  It is a good thing if similar positions are posted on the site...it means others are spending their money and are getting results.
		Check out association websites such as CPA societies or engineering societies.  These sites typically have a link to websites that post industry specific jobs.
		Consider setting up a dummy email address just for resume responses.  Some job posting websites sell email addresses to junk email companies.  It is annoying to get junk email.  Make it easier on yourself and have the mail go somewhere other than your main email address.
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Interviews
Interviews - we phone screen all candidates to insure they meet our clients' hiring criteria - here are tips for phone and face-to-face interviews.

		The best interview is a planned interview.  Plan out your questions and stay as consistent as possible from one interview to the next.
		To save time, phone interview top applicants before scheduling face to face interviews.  Talk about pay, hours and location and ask specific questions about the employee's past work experience and skill sets.  This will save you and the applicant time and will narrow down the list of candidates you really want to meet.
		Keep in mind legal and illegal questions.  The easiest way to stay out of trouble is to keep questions to the job itself and not ask questions about the applicant's family, religion, country of origin, pastimes or hobbies.  If you have any questions contact your organization's legal counsel.  A good overview for Minnesota residents appears within the document 'An Employer's Guide to Employment Law Issues in Minnesota' found online at www.dted.state.mn.us.  You can view the publication with Adobe or order a copy.  Go to this site and click 'Business' and then choose 'Publications', then 'Business and Economic Development'.  Or call 651-297-1291 to order.
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Background and Reference Checking:

		Have applicants complete an employment application that includes a release to contact former employers and references.
		Ask specifically for reference names that are former co-workers or supervisors.
		Contact references and work off of a form that asks questions specific to the position you are hiring.
		Ask two times in the conversation for areas of improvement - such as 'What was difficult for Mary in her job?  Is there anything that you know of that would prevent you from hiring Bob again?  If there was something that Pat could do to improve in his/her work, what would that be? If Jan was going to take a class to improve his/her work, what would that be?'
		If you are interested in more information on a candidate such as criminal or credit history, contact an employment verification company such as www.verificationsinc.com.
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