Recruitment Advertisements for Print
As we expand and continue to change and reshape our business for sustained, profitable growth, we are recruiting a wider and growing diversity of talent, with different employee types, needs and desires. As a result, we believe a one-size-fits-all approach to Talent Attraction no longer fits the needs of our business. This has an impact on the design of our job advertisements.
Please note: The design of online recruitment ads differs from print ads, as online ads depend on format specifications from SuccessFactors and Eightfold.
Examples of the recruitment ad formats for print and digital application areas
Introduction
Job advertisements are powerful tools to help applicants understand the requirements of the positions in question and encourage qualified candidates to apply. The job itself, and more specifically the job description, is extremely critical in guiding and selecting candidates. That is why a well-phrased advertisement, including the appropriate expectations, will help us to attract only candidates who fulfill the requirements of the respective position. Moreover, candidates who do not meet the prerequisites are likely to refrain from applying.
In addition, the probability of attracting the “right” candidates via a job advertisement is higher if the ad is more specific and detailed, since it helps candidates to decide if the position matches their personal/professional profile. We all know how important first impressions can be. Job advertisements are essentially the first impression we make on potential employees and often influence a candidate's decision as to whether to apply or not. Since job advertisements are also image advertisements for Bayer as an employer, we need to focus on the most crucial messages about the specific position, as well as give a positive impression of what our company is all about in a limited amount of space.
Bearing such considerations in mind, we need to take great care in how we design and use our job advertisements. By creating eye-catching and effective job ads, we provide clear and comprehensive information to ensure that we attract potential employees.
Templates
In the right margin (blue download box) you will find templates to create your own recruitment ads. Depending on what fits best for your needs, you can choose between larger landscape and smaller narrow formats or even square formats, which are particularly suitable for social media:
InDesign (INDD)
- DIN A4 portrait
- DIN A5 horizontal
- Narrow format (width 135 mm, flexible height)
Word
- DIN A4 portrait
- DIN A4 narrow image format
- US letter portrait
- US letter narrow image format
PowerPoint (PPT)
- Digital job ad template (PPT, square format)
Bayer Cross dimension and position
On Advertisements, the Bayer Cross is placed at the top left. To ensure optimal legibility, choose the appropriate version of the Bayer Logo:
- Bright backgrounds: Corp-Logo_BG_Bayer-Cross_Basic_print_CMYK
- Dark backgrounds: Corp-Logo_BG_Bayer-Cross_Rev_print_CMYK
For spacing and clearance around the Bayer Cross, please refer to Key Elements – The Bayer Cross.
Finding your images
There are several ways to source relevant and emotive images.
- Ask employees in your market to send their own images
- Commission a photographer capture images
- Purchase Stock images from high quality libraries
- Use one of the global images on Identity Net
For guidelines on creating an image library that meets your needs, see:
Design of headline and graphic device
The employer branding compositions are based on the interaction of two elements: the headline and the graphic device. The design and the colors used depend on the image chosen. Headline design and graphic device
A4 portrait page structure
The width of the Bayer Cross is 1 B. The logo is placed in the top-left corner, leaving a gap of 0.5 B to the top and 0.5 B to the left-hand side.
The copy text starts below the key visual, leaving a gap of 0.3 B to the top and 0.5 B to the left-and right-hand side. The Anti Discrimination Disclaimer is mandatory. It is placed at the bottom of the page leaving a gap of 0.33 B to the bottom and 0.33 B to the tagline above.
If you have any further questions about the employer branding section of the Bayer Identity Net, please contact:
Checklist for writing compelling job postings in print and online media
Eight steps help define how to write clear and compelling job postings. These steps apply each time a job posting is written. Checklist for writing job postings
| Step | Description |
| Put the job in context | Emphasize the experience of being in the job, not just the responsibilities involved. Include information such as:
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| Emphasize details of the day-to-day responsibilities | Provide specific details about the responsibilities involved, including:
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| Describe the qualities of the ideal applicant | Describe the personal qualities of the ideal applicant, and not just education and experience. Include details of the ideal applicant’s work style based on the Employee Value Proposition (EVP) proof points (e. g. challenging, empowered) and interpersonal style (e. g. comfortable speaking in public). |
| Indicate whether each qualification is required or preferred | Indicate whether each qualification listed is required or preferred, as agreed on with the hiring manager. |
| Insert a selling statement | Carry out the following steps to create a compelling selling statement at the beginning of the posting:
To reassure yourself on the specific content you want to communicate, the communication and messaging framework provides you with more information on the promises and relevant proof points as well as the employer branding driver. |
| Remove any organization-specific language |
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| Check your job description regarding gender-neutral language |
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| Proofread | Seek and correct the following:
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