Advertising know-how for Sales Vacancies online

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.

Good luck.