Ad content

Since we have opened the sub-topic of content, I though we could take it further.

I use ad content for team member’s searches as a way to eliminate those that can't follow direction or seeing if they pay attention to the details. Let me give you an example. In a previous post I talked about the 167 resumes I received, and how many of them met the base qualifications. If I use specific words as requirements, I can easily tell if they fit the bill or not. When we listed a postion in the newspaper, we had limited space. Today with Internet sites such as Multifamily Insiders and others, we can greatly expand the ad and what we are looking for. With an Internet ad, I can put something like this:
PROPERTY MANAGER needed for apartment community in Melbourne, FL. Must have two years or more as a Community/Property Manager for a site in excess of 200 apartments. Forward resume and separate cover letter in Microsoft Word format detailing experience to meet this requirement. Please provide specific accomplishments such as meeting budget and property goals, raising income and occupancy, maintaining expenses within budget, and how you have reinforced a team atmosphere.

What I have done is several things.
(1) I am asking for resume and separate cover letter in MS Word format. You would not believe how many could not even follow this simple guideline. If they cannot follow a simple guideline, how will they follow directives that may mean the difference between cash flowing and not paying the bills?
(2) I want the details to prove they meet the requirement. If I get a cover letter that says, "While I do not meet your requirements," I simply file it for future reference. Having specific requirements also sets me up for following Equal Employment Opportunity because I now have a guideline to follow.
(3) I ask for "specific" accomplishments and then detail what I am looking for accomplishments to be in. Do they provide this in the resume and cover letter?

Of the total 167 resumes I was able to bring the number of potential interviews down to a manageable number (eleven) with having qualifying parameters in the ad. These were real numbers in a real situation and not something I pulled out of the air. One thing the Internet has done is to expand the employment base, increasing the number of applicants you will get. Imagine having 167 "qualified" candidates?

I am curious as to what others use when placing an ad, and how they use both qualifying perameters and questions to target who they are looking for. What is important to each position (service, leasing, manager, assistant manager, service manager, groundskeeper, etc.), and how can the ad content help you find the right person for the right job?

Lawrence,

I have a similar system. In my employment ads, even a short one, the ad tells people what I am looking for in a candidate. If it says, MUST HAVE ABC experience, its a MUST. If I say, ABC experience preferred, than those resumes with that experience get preference. And lastly, I always have some sort of directions I want them to follow - like you, I figure if they can't follow simple written instructions,...well you get the rest!

I recently wrote an article on the interviewing process as well, that you might be interested in:

blog.rentsoda.com/2010/02/from-resume-to...how-to-get-the-call/

Good points and I read your article. I can see how Idol and Interviewing have some similar points. I just hope I don't have to interview with Simon. Thanks for sharing Daisy.