As part of our ongoing expansion we’ve been on something of a recruitment drive lately. This has involved placing lots of adverts in the paper and online and watching the applications start to roll in.
We’ve also had to take on a new member of staff just to deal with the phone calls from recruitment agents, which for the past two months have been coming at a rate of one of every seven minutes.
Anyway. One thing that has caused us trouble has been the advertising of our current vacancy, for a (whisper it) Junior PHP Developer. Now, we’re as au fait as the next employer when it comes to discrimination laws. We know that you can’t include wording in job ads that implies a desired age for successful candidates.
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This presents a dilemma. In the context of a job advertisement, the word 'junior' holds a lot of semantic information. Without it, it becomes harder to succinctly define what we want in a candidate.
- ‘Trainee PHP Developer’ implies that we’re going to teach successful applicants wholesale aspects of the job while they do it (we are not).
- ‘PHP Developer’ will invite hundreds of applications from across the entire spectrum of experience and salaries and make the hiring process harder for us.
- ‘Pretty good but not amazing and eager to learn PHP Developer’ is not snappy enough.
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How do accountants hire their junior clerks these days? It’s a genuine question; do they face the same linguistic difficulties, is there a really obvious workaround we’re missing?
We’re still advertising jobs at the moment. Two PHP roles and a content writer position. You can find details of all three current vacancies on our website.
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