In the not too
distant past, Sales Vacancies were advertised almost
exclusively in newspapers. And so, for example, if anyone was
interested in pharmaceutical Sales Vacancies they would need
to buy the Daily telegraph on a Thursday.
Nowadays, the advent
of the Internet has changed that scene dramatically. Online
advertising of Sales Vacancies is rapidly growing in
popularity, not least because it is usually only a fraction of the
price of the corresponding newspaper advertising. As a recruiter, say
10 years ago, I would spend perhaps £1000 a week just to get a
few lines in one issue of a newspaper. As a recruiter today I could
buy a 50 vacancy package on an Internet jobs-board for two or three
hundred pounds.
Using this new
advertising medium does, however, require the advertiser to indulge
in some different ways of thinking:
In the
newsprint days advertisements for Sales Vacancies would
mostly be presented individually and "complete". In other
words all the relevant information would be there immediately in
front of the reader. On the Internet jobs-boards, Sales Vacancies
are usually presented in lists, with only their titles and some
headline information in view. The idea being that if the reader is
attracted by a title then one click will deliver the rest of the
information
For this reason
a new advertising design strategy is needed. The title and
introductory information needs to persuade the reader to click .
Much more effective, therefore to open with something like "High
basic salary + bonuses" rather than, say, Experienced
sales-person, with own transport, required. Plenty of time to list
the required qualifications and experiences in the follow up data.
When advertising Sales Vacancies in this medium it is
necessary to put the good stuff in the up-front part ... good
promotion prospects, free health club memberships, etc. anything
like that.
Sales
recruitment agencies need to be quick off the mark when they receive
notification of new Sales Vacancies. Recruiters will no doubt
offer the vacancies through several agencies, some of which will
post them on the jobs boards immediately. The jobs boards in turn
may send out immediate Email alerts to registered job-seekers, and
the some of the best candidates could possibly have applied and been
offered interviews within an hour or two. In this game speed
matters.
The
email-alerts system has created a situation where candidates can
register their requirements and then just sit back until they are
notified of matching Sales Vacancies. From any given list of
vacancies they may show interest in the most interesting few. Better
therefore, if you have say a twenty vacancies, to spread them out at
say 5 a week, rather than posting all 20 in one go.
It is not worth
economizing on the Internet jobs boards advertising packages; they
are so cheap, compared to newspaper advertising. Like any other
recruitment market the Sales Vacancies recruitment market is
candidate driven, so its worth going for a "good"
advertising to pull in the maximum numbers of candidates and fill up
the data base.
Think carefully
about these things ... and maximise your potential benefits from this
"new" medium.
