Employment




How to ...
WRITE A JOB ADVERTISEMENT

From time to time,
Christians need to find the right people to employ.
The following may be of help
before you advertise for someone to fill a position in your business,
your church outreach or ministry.


How to write an effective job advertisement

Getting the right applicant for the vacancy can go hand-in-hand with positive exposure for your ministry or business if you consider the following details before you advertise a vacancy.

Why advertise?

It's a means of attracting potential applicants and distributing accurate and favourable information about your organisation to the general public. Therefore, you need to consider the image your church or organisation wants to project.

Decide on the content of your advertisement

Most advertisements should contain at least the following information:

  • job title;
  • location;
  • brief job description;
  • reporting relationship of job (in regards to the organisation's hierarchy);
  • brief description of organisation, such as size and growth ;
  • minimum experience, knowledge, qualifications and experience required;
  • any unusual features of the job, such as travel, prospects, danger, responsibility or physical requirements;
  • clear instructions on how and where to apply; and
  • salary range or wages.

While the personal qualities required of a candidate should be mentioned, it's better to concentrate on objective information such as job content.

Comply with the law

When job advertisements are placed in any medium, employers must comply with anti-discrimination laws. Do not require, specify or suggest that any of the following characteristics are preferred or not desired:

  • particular gender;
  • particular age or age bracket;
  • particular religion;
  • marital status;
  • particular race or nationality;
  • type of political opinion or membership;
  • a personal handicap or disability;
  • a specified medical history;
  • sexuality; or
  • parental status.

The same care should be exercised with job advertisements placed internally in an organisation.

Writing successful advertisements

Elements of a successful advertisement

Successful advertising does not mean receiving a large number of applications but a small number of very suitable applicants. Therefore, word your advertisement to attract applicants while providing relevant information. To be successful, an advertisement should meet the following requirements:

  • it should attract the applicant's interest and present a favourable image of your church or business;
  • the applicant should recognise what the job is, its basic functions and how it fits into the organisation's structure;
  • it should be clear and distinct so that unsuitable or unqualified people are deterred from applying; and
  • it should be written from the viewpoint of applicants and what they are likely to gain from taking the job, rather than from the viewpoint of the organisation and what it wants.

Position and logo

The text of the advertisement may be excellent but it will be of no use if no one reads it. The advertisement should attract the attention of readers by means of:

  • its position;
  • a special logo (or symbol);
  • an arresting lead;
  • its size (eg, double column); and
  • "emphasis" framing – see sample advertisement below.

Structure

Once the reader's attention has been captured it must be maintained with the relevant facts presented in logical order. Construct the advertisement around the job's key point of appeal, eg focus, salary, status, location, working conditions, fringe benefits and rewards. Consider what future candidates may want to know, for instance:

  • responsibilities;
  • future prospects;
  • organisational philosophy - values and ethics;
  • salary, conditions and fringe benefits;
  • location;
  • the position's overall purpose within the organisation;
  • what the organisation is looking for; and
  • how to apply - If a standard application is essential, then detail in the advertisement how it and further information can be accessed.

Tips

  • Note that nominating a salary range in the advertisement, where appropriate, may prevent a lot of phone calls from people who believe they are well below or above that bracket.
  • Include a telephone number and contact name that interested people can contact. People who are attracted by the advertisement could already be in jobs and may be reluctant to act if a letter is required. However, if they are given the chance to telephone as soon as their interest is aroused, they can often be encouraged to verbally apply . The contact person should be a key person in the recruitment process and be able to provide further information to applicants.

Provide realistic information

In wishing to attract a large number of applications with an advertisement, an organisation may present itself in a more favourable light than the facts justify. This can be costly in terms of employee turnover. Giving employees realistic job information before engagement, either in the advertisement or at the interview, tends to produce greater job stability in those who are eventually selected. They're more aware of what goes on in the organisation and are less likely to be disillusioned.

Writing style

  • Consider your target group - what motivates and interests them?
  • Most people want to contribute - clearly describe how they can make a difference and be recognised. Lead in with active, strong words so that the applicant can see opportunities with your organisation, eg lead, focus, achieve, strive.
  • Be clear on the benefits that your organisation provides.
  • Consider referring to challenging work, collaboration and teamwork opportunities, work culture, your organisation's concern for people, technology uses, training and development options.
  • If you wish to attract a specific type of applicant not normally considered to be appropriate for the type of job, encourage potential applicants to apply, eg "This would be an ideal position for someone entering the workforce."
  • Paint a clear picture of the job - based on the position description.
  • Describe a vision of what you are looking for - use key words and concepts that let the organisation's personality come through.
  • Clearly indicate contact details.

Sample phrases

  • Banner title - this should grab the attention of leaders/managers, eg, "LEAD THE TEAM - MAKE A DIFFERENCE".
  • Brief statement about the organisation - describe what the organisation contributes to society or the community and how this position will assist it to improve
  • Contribution of new employee – show how the employee will contribute
    •

Sample advertisement

(Insert logo)

Brethren Kiwi Care

Assistant Counsellor

An expansion of our church ministry has led to this position becoming available. Reporting to the Church Counsellor, you will be part of Stewart Island's most successful employee counselling service.

Based on the Island, you will be involved in short-term counselling in a wide a variety of situations including marital, drug and alcohol, finance, grief, as well as industrial problems to do with stress, interpersonal relations and the like. In addition, visits to our clients' premises will be involved.

You should expect to be earning around $40,000 pa initially, with regular reviews. All travelling expenses are of course met.

Naturally, you will be fully qualified in Psychology or Social Work with extensive clinical and/or industrial experience.

If you enjoy a flexible work situation where you will be treated as the professional that you are and do not mind occasional travel around the Southland/Fiordland region, then you should telephone (include name) on (include number) after 8.30am on Monday.

" Brethren Kiwi - the people who care "

Handling responses

Tips

  • Relevant people in the organisation should be told that the advertisement has been placed so that they can prepare for the response. Key people include telephone operator, receptionist, mail staff and anyone who will be involved in processing the applications.
  • All written applications should be acknowledged either by letter or by a card. This will help create a good impression of your church or business.



Don't Employ a Pastor

It's the word "employ" that can be the problem. When you invite someone to serve as a pastor within your Assembly some of the issues relevant to an employment relationship do apply. He needs to know - preferably in writing - what the Assembly expects of him, the financial provision he will receive, when he should take time for holidays and perhaps study leave.

... it's the word "employ" that can cause a problem.

But there are some considerations which are even more important. The invitation you extend is based on your recognition of the spiritual gifts which the man possesses. He needs to know that he is called by God to the task - and not just by a group of elders. So he does not just "fill a position" that you have created for him. To a large extent, the contribution he makes will be shaped more by his character than by a written job description.
The law of this land recognises the special nature of a spiritual vocation. You won't find this set out in the Employment Relations Act. But Courts - both in England and New Zealand - have consistently held that someone engaged in spiritual ministry does not necessarily have to be classed as an employee, even though he or she is receiving regular remuneration from the Church.
This does not mean that the standards to be observed in this situation fall below those of an employer/employee relationship. Quite the reverse. The Assembly and the pastor have a commitment to one another in Christ, and have a concern to serve one another which goes beyond any legal contract enforceable in any earthly court.
To define the relationship in terms of spiritual vocation is important - both from the point of view of the pastor and of the Church. The pastor needs to know and feel that although he is accountable in the first instance to the church and its elders, he has an even greater accountability to his heavenly Master. His own spiritual growth is even more important than his ministry to others. And the Church also needs liberty to make decisions based on moral and spiritual issues. For instance, church elders will probably want to ask a pastor to step down if his children have gone out of control or if his reputation has become tainted over some business or financial issue, or if they see that he has lost his spiritual passion. "Employers" can't do that.

... say explicitly that the relationship is not that of employer and employee.

So what am I saying? Simply this: do not enter into an employment contract with your pastor. By all means, have a written document recording to the relationship. The fact that you take the trouble to do this is a sign that you care about him. But do not have any "employment" language in it. Refer rather to spiritual vocation. Talk about an invitation to serve. Talk about expectations, rather than in terms of employment; "financial provision" rather than "salary." And say explicitly that relationship is not that of employer and employee. If there is an employment contract in place, talk to the pastor about the possibility of ending it. If he is happy about that, you and he should record in writing that you both recognise the pastor's service is primarily in the area of spiritual vocation and the "employment" relationship is not appropriate. Then start again with a document along the lines I am suggesting. This way, you should avoid problems in the future.

One or two additional comments:

  • We've been talking about "pastors" – that is people directly engaged in the spiritual ministry of the church. A person working mainly in church administration may do so as a spiritual vocation. But the law of the land does not see it that way – an administrator (as opposed to a pastor) is an employee. Similarly, someone working in (say) community social work, in association with a trust partly funded from outside the church, is an employee. To comply with the Employment Relations Act 2000, any employee needs an employment contract.
  • This paper, hopefully, begins to point you in the right direction. There is more information available. Try, for instance, the website of Gaze Burt, Lawyers. The reference is: www.gazeburt.co.nz. Click on "Employment Law" and go to a very helpful article by Andrew Clemow entitled "Pastors and Ministers – Called or Employed."

David Burt
Consultant: Gaze Burt Solicitors
Elder: Ngaire Avenue Bible Chapel