Writing job advertisements

You can use the Workforce Capability Framework to form the basis of effective job advertisements at the appropriate job level. This is done by including in the job advertisement relevant content from the job level capabilities in the framework. This will have the effect of making the capability level that is required in the role clearer for aspiring candidates.

A job advertisement that accurately describes the capabilities and job level involved means that suitable candidates are more likely to be attracted.

The language used to describe the role should be consistent with the language in the relevant job level of the Workforce Capability Framework. Vague language that could apply to many roles or levels of work should be avoided.

The following example demonstrates a strong intent to communicate the values of the organisation and the aspirations of the individual with disability, in addition to setting out some of the attributes a successful candidate will have.

It can be seen that the additions to the job advertisement do not have to be lengthy or overly detailed, nor does the style and tone need to be significantly altered.

All of the language added has been sourced from the capabilities described in level 3, in the Direct Service Delivery job family taken from the Workforce Capability Framework.

An interested applicant will see a strong and clear statement of the capability requirements and the expectations of the job level at which the incumbent would be expected to perform. This will be further reinforced in position descriptions, selection criteria and interview questions.

Including key capability content consistent with the relevant capability requirements for the relevant job level from the Workforce Capability Framework can be achieved by blending the content with the organisation’s preferences and overall style for the advertising of roles. Organisational policies will also require certain inclusions in the advertisement e.g. regarding pre-employment checks.

A good job advertisement, whether on-line or in print, in journals, on notice boards, etc. allows disability organisations to fully engage interested candidates with the employment opportunity available.

If you are advertising for a frontline role, include information specific to the individual being supported, their interests plus other relevant information that has been determined during the process of scoping the job and the writing of the position description. Candidates with similar interests as well as the required capabilities for the role will be more likely to respond to an advertisement that includes this information.

Accurately worded advertisements enable candidates to self-assess against the capabilities required at the appropriate job level rather than making a decision to apply based on job title or salary range or limited understanding of the requirements. This can save time for everyone and increase the number of candidates applying who are good matches for the role. It can also reduce the number of applications from candidates without the necessary capabilities.

Sometimes there is value in a broadly worded advertisement if the organisation’s intention is to seek many candidates at a range of capability levels e.g. as part of a recruitment drive or expansion activity. In this instance the recruiting managers need to understand of the range of roles that are available. The Workforce Capability Framework will provide clarity on the differences between capability levels.

Job titles are important but can be misleading. A job title needs to attract the attention of candidates but at the same time should be accurate and contain sufficient information. Disability organisations need to apply a consistent approach to job titles, which assist in building an understanding in the employment market and internally of the organisation’s roles.

The organisation may request applicants to complete a one-page profile, this will re-inforce an organisation’s commitment to person-centred approaches.

The job advertisement should contain clear information on next steps for the interested candidate and who to contact for more information.

Appoint a suitably experienced contact person and ensure they are well briefed on the capability requirements of the job vacancy. This assists in screening and guiding candidates over the phone and is a better investment of time than subsequently reading many applications from candidates who may have based their documentation on only a limited understanding of the requirements of the role.

Providing a copy of the position description based on the relevant job level in the Workforce Capability Framework has the effect of reinforcing the required capabilities for interested candidates.

External candidates need easy access to an overview of the organisation, workplace culture, salary and benefits, learning and development opportunities, career paths and the working environment. This can be via the contact person, a candidate information pack or the website. This organisation information is a key part in the decision taken by high quality candidates to commit to their interest in a vacancy.

Candidates typically also want to know the work location, if the role is independent or part of a team, if the role has people management responsibilities and where the role fits within the organisation’s structure.