Advertising Guidance Notes For School Based Vacancies

Included in this guide:

1. Contacting the HR Contact Team

2. Advert Deadlines

3. Where to advertise?

4. How long should I advertise for?

5. What should I include in my job advert?

6. If you need to Cancel Advertising

7. Safer Recruiting

8. Where to find the Advert Request Form

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1. Contacting the HR Contact Team

Email: HRContact@.gov.uk

Phone: 01743 252780

Fax: 01743 252811

Contact Team Shared Services The Guildhall Frankwell Quay SY3 8HQ

2. Advert Deadlines

The deadline for adverts to be received in the HR Contact Team is midday Thursday prior to the week of advertisement e.g. Advert Request form to be received by Thursday 11 th in order to be advertised Thursday 18 th

Earlier deadlines may apply to adverts to be advertised around School and Bank Holidays

The Opportunities List which lists all school vacancies is published each Thursday during term time on the Website www.shropshire.gov.uk/jobs / school based posts and it is free to advertise here.

For advertising to be published in any weeks prior to half-terms/holidays, schools are advised to set vacancy closing dates after considering the availability of school administrative staff during the break to deal with any application requests.

If you wish to advertise during any school holidays, please contact the HR Contact Team for guidance. Please remember that if you decide to advertise during holidays, then staff should be available to authorise and check adverts and costs, and also be available to complete the recruitment campaign e.g. sending out application packs.

3. Where to advertise?

In addition to the Opportunities List which is at zero cost to you, we can advertise on your behalf in any local or national publication which may include:

• Shropshire Star • North Shropshire Chronicle • • Bridgnorth Journal • Journal • South Shropshire & Mid Journal • Telford Journal • Newport & Market Drayton Advertiser • Times Education Supplement (TES)

When advertising externally, the choice of appropriate media needs to be considered with the following factors in mind:

• level of post • the market at which the vacancy is aimed • previous response rates to adverts for similar posts • cost of advertising

We would suggest contacting us to discuss your needs regarding media coverage.

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4. How long should I advertise for?

We would suggest advertising your vacancy for a minimum of 10 days up to a maximum of 3 weeks, to allow a suitable amount of time for applicants to consider the job and submit their application.

You are encouraged to have set the interview date when placing the advert so it can be published. This is useful information for prospective interviewees, especially when there is a short turnaround time.

If you are looking to recruit within a shorter timeframe, then do not hesitate to contact us to discuss your needs.

5. What should I include in my job advert?

When writing advertising copy, the aim is to give enough information about a post to attract suitable applicants to apply for further details. The text of the advert should also be precise enough to allow applicants to be self- selective, i.e. decide for themselves whether or not they should apply.

A good advert should include 6 things:

5.1 Headline - short and snappy, summarising the job role and why it is available i.e. promotion, retirement or a new service being provided.

5.2 Background to the job - putting it in context.

5.3 Role and purpose - Outline of what the job involves, choosing the most appropriate and relevant parts of the job and making them sound interesting.

5.4 Ideal candidate profile - Detail the essential qualifications, experience & skills you’re looking for - Avoid mentioning personal qualities such as sense of humour.

5.5 Unique selling point - think about the target audience for your advert and the factors that are likely to be attractive to them. Spell out the rewards i.e. responsibility, challenge, variety, career progression, flexible working, friendly/supportive team, training prospects, location etc.

5.6 How to apply - Clear guidance on how to apply and a contact number for an informal discussion about the vacancy e.g. “please call the Headteacher on 01743 123456 for an informal discussion about the post “or “please email [email protected] for further information”

Whilst the content is paramount to an adverts’ success, so is language and style, and there are some things which we have to avoid altogether:

• Write in the second person - e.g. say 'you' instead of 'the successful candidate', it's friendlier and more personal. • Focus on what's different, not what your reader will already know. • Put the most important facts first. • Keep sentences short, as it's easier to read. • Steer clear of internal jargon - it will only confuse. • Avoid using limiting phrases such as “must have a minimum of 3 years experience”, instead use words such as demonstrable, comprehensive or significant.

A bad job advert will include;

• Language that is gender specific or discriminatory. • Use phrases which imply age restrictions such as “young graduate” or “mature person”. • Too much technical detail about the job or the company. • A fussy layout or complicated words (distracts candidates and slows reading). • A patronising or self-consciously 'funky' tone.

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• Clever or obscure headlines. • Too many words. • Uninspiring descriptions of roles and ideal candidates. • Too much emphasis on the job and not enough on the person.

Remember that a successful advert is not one that necessarily attracts the largest number of applicants, but rather the largest number of suitable applicants. If the above tips are followed then your advert should attract a good number of candidates for you to consider and avoid attracting hundreds who are unsuitable!

6. If you need to Cancel Advertising

If, after ordering advertising to appear in local or national media, you find that it is no longer necessary, let us know as soon as possible but note that cancellation charges from the publication may be levied.

7. Safer Recruiting

As per the Recruitment Code of Practice and in line with DfES Guidelines on Safer Recruiting, advertising ordered through the Contact Team will automatically include information about the Safer Recruiting policy:

“Shropshire Council and local schools will safeguard and promote the welfare of children and young people and expect all staff and volunteers to do the same.”

There is no need to include this wording with your advert text, as it will be included for you.

Any School placing advertising direct with a publication must incorporate suitable wording, for example:

“This school will safeguard and promote the welfare of children and young people and expects all staff and volunteers to do the same.”

8. Where to find the Advert Request Form

The advert request form (HR Form 38a) can be found on the Learning Gateway at or by contacting the HR Contact Team, Email: [email protected] Phone: 01743 252780

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