PPC114 | Buisness tips and tricks

Recruitment is tough right now, not just in the pest control industry but across the board. 

According to new British Chambers of Commerce (BCC) research [1], UK firms are facing the highest level of recruitment difficulties on record. Data for 2022 found that 82% of organisations reported recruitment difficulties in Q4, up from 76% in Q3.

But what can YOU do to make your recruitment woes a little less painful? It all starts with that first impression: the job advert. If your job advert isn’t engaging enough to draw in those applications, here are some quick tips that might help.

1 No jargon job titles

A job title should be concise, reflect the role accurately and not be made up of internal jargon that nobody outside your business will understand.

Yes, a ‘Principal Specialist in the Facilitation and Execution of Fauna Deterrence Measures’ sounds very fancy, but how many people do you think will apply for that? Also, imagine the business card costs.

2 Write an engaging job summary

This is the first paragraph or two that prospective candidates will read, so it needs to capture their attention and encourage further reading. And for those newbies coming into the industry, it’s your opportunity to sell a pest control career to them!

Grab them with phrases like “Are you looking for a rewarding career opportunity?” and speak passionately about how the role will impact both the public and your business positively.

3 What’s my job?

It’s more common than you would think to find a job advert that has a summary, but no role responsibilities. As a prospective candidate, I’d find that either lazy or concerning, and I certainly wouldn’t apply.

You should always provide specific and detailed information about the role using bullet points.

4 Needs and wants

This is where you write what your ideal candidate will have, in terms of qualities and training. Remember to differentiate between ‘must-have’ and ‘nice-to-have’ qualifications or traits.

For example, you might be willing to take on technicians without a Level 2, so you could say “Level 2 Award in Pest Management preferred but not essential, training can be provided”. 

5 Showcase company culture

This is especially important to young people in the market for jobs, who value work/life balance and being treated with respect.

Briefly describe the work environment, your company values, and any unique perks or benefits. This isn’t just good for the candidate, but good for you – it will help you attract people who align with your organisation’s culture.

6 Nobody likes a rut

For many prospective candidates, knowing there’s potential for growth and professional development is really important. Do you offer training? Can people progress in their roles or gain promotions?

Retention is just as important as recruitment, so try to attract candidates looking for long-term career opportunities.

7 Show me the money

Long gone are the days when it’s considered crass to ask about pay and benefits. The more transparent you are about what you’re willing to offer, the more (and often better quality of) candidates you’re likely to appeal to.

Did you know four in five job seekers are less likely to apply for a role if it doesn’t specify a salary? 

And benefits don’t just include salary - do you offer flexible working? Do you give bonuses? What about pensions or team-building activities? For some people, a good wage isn’t the most important thing, so what kind of package do you offer?

8 Standard boilerplate

Make sure it’s obvious how candidates should submit applications and what documents are required. You’d be surprised how often this gets missed! Additionally, you could provide contact information for enquiries.

Remember, the key is to create a job advert that not only attracts a high volume of applicants but also ensures that those applicants are a good fit for your organisation. 

Job ad template

We now have a trainee pest technician job advert template, available to BPCA members to download and customise (login required).
bpca.org.uk/library

[1] British Chamber of Commerce research: britishchambers.org.uk/news/2023/02/quarterly-recruitment-outlook-highest-level-of-recruitment-difficulties-on-record/

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