A quick guide to employment advertisements (UK)

Jan 7th '16

The start of a new year can often prompt people to make changes in their lives, which could include getting a new job.  Ads for job opportunities can of course play a key role in attracting the right candidates. Prospective employers need to be able to attract new recruits without falling foul of the Committee of Advertising Practice Code, though: for instance, by ensuring they make clear whether earnings are fixed or variable. Here are some other key things to remember:

Is the ad for an employment role or a business opportunity? The difference between a salaried position and a business opportunity may seem fundamental to most people, but it’s easy for advertisers to blur the lines between them, and different job hunters will be looking for different types of work.

Is there an appropriate level of information? – Ads must not mislead by omitting material information. Employers should make clear for instance, whether earnings are fixed or in some way variable. If they’re commission-based or otherwise performance dependant this should be stated. If the ad is for a working-from-home opportunity, successful applicants may need to buy products from the advertiser before they can start running their part of the business.

Do you need to include contact details? If the marketer is an employment agency or employment business, their contact details must be made clear, as a job candidate may well want the assurance that he or she is dealing with a reputable employer or agency. Will it lead to a job?

Read the full Committee of Advertising Practice insight here

At LS Consultancy, we want you to get it right. We work with you to reach your goals by providing assessments and recommendations to help to comply with Advertising Codes. Visit our Advertising reviews – Non-financial sectors page for more information.