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Our Help portal contains answers to many CharityVillage visitor questions and also allows visitors to submit questions that will be answered by our excellent Villagers in a timely fashion. Try it out!

Our National HelpDesk can also be reached by phone by calling 1-800-610-8134.

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How can I write a more effective job posting?

A recruitment ad is about attracting the right candidates, isn't it?

We want your job posting on CharityVillage to be effective, so here are some tips to help you get the most from your advertising investment.

Before you start composing your ad:

Re-visit the major responsibilities for this position.

With a new team member on the way, perhaps this is a good time to re-think what you really want from the person in this role. Let's ensure that the performance expectations will be clear on both sides by spelling out key results that can be measured.

Ensure that your ad attracts the RIGHT candidates

We've all spent way too much time wading through stacks of resumes from unsuitable candidates who were wasting our time and theirs. Here are some ways to attract the people you want, while helping others screen themselves out of the competition.

Find the excitement

The official-speak of many ads makes the work sound boring, while most positions have elements of fun, social value, personal growth, even excitement, when they are occupied by the right person. What are the possibilities for this job in the right hands? How could the perfect candidate make a difference? Beware misleading promises, though.

It's an ad, not an interview

An ad is for finding candidates for the next stages in the process; screening and selection. So an ad isn't a place to display the entire job description, or a long treatise describing every program undertaken by your organization, or the biographies of your celebrity board members. Keep it concise --- the organization, the responsibilities, the qualifications, the salary.

Include a wage or salary range

Without that information, candidates may not know whether you're looking for a seasoned pro, someone less experienced, or an entry level junior. Most candidates will self-select on the basis of the information provided, but the rule is "When in doubt, send the resume out."

Be kind to our search engine

Many job seekers enter keywords in our search engine to find positions likely to be a fit for them. Make your ad pop up more often in these searches by ensuring that the right descriptive words are included in the text of your ad. Ask yourself which keywords the perfect candidate is likely to search for.

Would you apply?

Review your ad through the eyes of a candidate. Would it get you excited? There are plenty of people, just not enough great people, so you're competing with every other advertiser for the cream of the crop. Make it count!

How can I write a more effective job posting?

A recruitment ad is about attracting the right candidates, isn't it?

We want your job posting on CharityVillage to be effective, so here are some tips to help you get the most from your advertising investment.

Before you start composing your ad:

Re-visit the major responsibilities for this position.

With a new team member on the way, perhaps this is a good time to re-think what you really want from the person in this role. Let's ensure that the performance expectations will be clear on both sides by spelling out key results that can be measured.

Ensure that your ad attracts the RIGHT candidates

We've all spent way too much time wading through stacks of resumes from unsuitable candidates who were wasting our time and theirs. Here are some ways to attract the people you want, while helping others screen themselves out of the competition.

Find the excitement

The official-speak of many ads makes the work sound boring, while most positions have elements of fun, social value, personal growth, even excitement, when they are occupied by the right person. What are the possibilities for this job in the right hands? How could the perfect candidate make a difference? Beware misleading promises, though.

It's an ad, not an interview

An ad is for finding candidates for the next stages in the process; screening and selection. So an ad isn't a place to display the entire job description, or a long treatise describing every program undertaken by your organization, or the biographies of your celebrity board members. Keep it concise --- the organization, the responsibilities, the qualifications, the salary.

Include a wage or salary range

Without that information, candidates may not know whether you're looking for a seasoned pro, someone less experienced, or an entry level junior. Most candidates will self-select on the basis of the information provided, but the rule is "When in doubt, send the resume out."

Be kind to our search engine

Many job seekers enter keywords in our search engine to find positions likely to be a fit for them. Make your ad pop up more often in these searches by ensuring that the right descriptive words are included in the text of your ad. Ask yourself which keywords the perfect candidate is likely to search for.

Would you apply?

Review your ad through the eyes of a candidate. Would it get you excited? There are plenty of people, just not enough great people, so you're competing with every other advertiser for the cream of the crop. Make it count!