Most employers often wonder why they can’t attract a larger pool of great young job seekers to their entry-level positions.

Remember that only an estimated 20% of positions are to be found in the newspapers. Most positions are filled by 'word of mouth' so you don't forget to tell friends, family and business contacts that you have a job vacancy available. They'll tell others and you may not even have to advertise. Incase you do, the following will provide an insight into the tricks and traps of successful job advertising.

Not enough businesses realise the art of job advertising is about the selling of the job. Let them know why they should work for your particular business. Don't exaggerate or over do it, but ensure the appealing aspects are obvious to the reader.

The job advertisement is also to clearly explain the job and the type of person you are looking for in enough easy to understand detail that unsuitable people will not waste your time applying. Advertising the pay rate range or training component may help the reader understand that you are seeking a junior employee.

Read the job ads and you’ll find all sorts of jargon and abbreviations that will throw the best of us. Imagine how unsettling this can be to a teenager who is wanting to apply.

If you want to attract friendly customer service young people, then use a friendly tone. Abrupt sounding advertisements can certainly put some people off applying.

Teenagers worry if they will be able to do the job. “Inventory Control” sounds complex for a Junior, but “Assists with Inventory Control” is far more encouraging. Break skills down into essential and desirable. It may be that a drivers licence is not really essential for the position but would be a preferred skill.

While you cannot discriminate by age you can control your costs, so advertising the junior wage rate is still OK. Most jobs can now have training wage rates for entry level staff under traineeships or apprenticeships.

Never assume you need a male to work in a factory, or a female in the office. Best to honestly advertise the true nature of the job Eg: “Occasional heavy lifting” or “front line reception” so applicants of either gender apply where they feel capable.

EEO (Equal Employment Opportunity) regulations make it illegal to discriminate on a number of factors including such things as gender, race, age, marital status, and disability to name a few. As an employer, you should make yourself aware of anti discrimination laws and ensure that you comply with these.

Remember, although the National Training Wage applies to traineeships and apprenticeships, there is nothing to stop you paying above the NTW award to encourage and reward your trainees or apprentices.

Research shows that young people want training, qualifications and a career path. Promote how you can offer this and you will attract more committed candidates. Let them know in the ad that 'training will be provided' and don't be afraid to sell any other benefits to attract applicants.

Thousands of people read the job ads and for one reason or another skim over many of the ads. It’s a big mistake to assume that a school leaver has inherent knowledge of what is involved in your industry, or that your business in a major player etc. By providing extra detail you can help a young person feel more confident to try for the job and get your ad noticed by more applicants.

Think ahead. Advertising for school leavers in the middle of exam time may not get you the best results. Most school leavers are in the market from mid January on. Although it's the the early bird gets the worm, so pre Christmas recruiting, with a start date for after Christmas holidays, can be a wise move.

Minimum standards of qualifications, experience and education should be clearly stated. You do not want to put a young person off by stating standards that are too high for the job as many young people may be entering the workforce for the first time.

Spread the word through friends, family and colleagues as this is a great way to fill your vacancy. The larger percentage of positions are filled via word of mouth so remember to tell people you have a vacancy available.

Local papers and shop windows are more traditional places for ads, but there’s a growing trend for young people to use the internet to search job vacancies so try www.jobsearch.gov.au for a free web listing. Also use local radio, job network agencies or circulate your ad to the local schools career advisors and community notice boards.

Group Training organisations are specialists in trainees and apprentices. Try www.grouptraining.com.au for a non-profit group scheme near you.

Newspapers and some websites charge more for larger ads but it can be worth the extra cost to get your job ad noticed by more applicants.

Following is a checklist of things to include in your advertisement:

• Job Title
  
• Job Status (full time, part time, casual etc)
• The industry and the location
  
• The essential requirements of the job
• The minimum experience required
• Clear instructions of how, where, whom to apply to
  
• You may also wish to limit the size of resumes, especially if receiving email applications
  
  
  Other things you may wish to include are:
• Pay rate and range
• A brief description of the organisation
• Reporting relationships, as relevant

Finding The Right Person

• After the Interview
• The Interview