Tips On How To Write A Great Job Advert!

Posted On 25 Nov 2020

Tips On How To Write A Great Job Advert!

25 Nov 2020
Tips On How To Write A Great Job Advert!

Employer Resource, News & Events

Tips On How To Write A Great Job Advert!

Are you looking to hire at the moment and about to write an advert? We would love to share with you some of our proven tips on writing great copy in attracting the right candidates for your job.

It’s like baking a cake

Now, before we get to the writing, there are some crucial steps to cover first. If you are someone who cooks, think of this stage, as the prep, i.e. before the actual cooking/baking takes place. Right now, you are checking you have all the ingredients …butter …flour

It’s important to check ALL and not assume and go full steam ahead, without being thorough on all points. Butter and flour are the basics – it’s when the recipe says, ‘add golden syrup’. DOH! And it’s all ruined! I am most certainly not Donna Hay, in fact, I am a dreadful cook (as evidenced on EST10 Instagram), BUT I am the Donna Hay of recruitment, so read on!

Writing an Ad – The prep

So, before we write the advert, some checks to consider:

The job description (JD)

If you do not have one or a template, you can find one here. More important than the template, is the content. A JD is not a shopping list nor a wish list; it is what it says it is; a description of the job.

If there is someone in the role already, ask them for their input. That can be a godsend to uncover some hidden truths. Also, make it simple (we are not ‘adding fries’ to the order). The thought of, add more to the skills, requirements etc. and you are covered, is a fallacy!

These additional unnecessary skills etc. do not make it easier for you to recruit. It will make it harder and likely you will be starting again and again and again. Think needle in a haystack! The more you add, the harder it becomes to find the right person. A long wish list = a limited, very limited candidate pool. Plus, you could be adding tasks and skills that are not relevant and by default, discounting candidates who could be amazing for your job!

When writing the JD, seriously consider your company values, the goals of the business, as well as the core competencies and desired experience and education. Then, my suggestion as a temperature test is, ask why? Why do I need all of this and whittle down if needed. The JD must be real and what you can also refer to for future performance reviews.


The next check is salary. Is the budgeted amount in line with the market? You can check our salary guides here.

If your salary is out of line significantly, I would suggest tweaking the JD and compromising, usually on experience. If doing so, be 100% comfortable with your decision and align your expectations accordingly. Otherwise, there may be a disconnect and you may very well find yourself rehiring again and in the not too distant future.


Allow enough time to interview. Pencil interview times into your diary now, as close as four days out from running the advert. If you are too busy to interview, then delay posting the advert until you can adequately focus on it.

Writing an Ad – The Cooking

Now, to the ad copy. If using a job board, check with their analytics as to the best time to post in maximising your ads exposure and in gaining the best results. These times change and adjust to our changing circumstances.

For example, years ago, we could advertise on a Friday and have a great response over the weekend. That is no longer the case. Technology has changed our habits of accessing such information.

Typically, it is now via our mobiles, on the run, i.e. on the bus, at a café, at lunch etc., so consider your audience.

When writing your job advert, you need to be thinking; it is all about the candidates who are applying, i.e. how are they viewing what I am writing? At this stage, it is not about you and trying to match your personal preferences, likings and tastes. It is about opening up the talent pool, so you have ample candidates to choose from. And in my experience, applying such a strategy also provides access to ‘wildcard’ candidates who you may not have considered before. This is critical in a market continuing to be tight for talent (yes, even with COVID-19). For me, often, it is these ‘unassuming’ individuals that I fall in love with!

In making your advert sound great, it should include what is unique and appealing about the company and why people will be inspired. When talking about the actual job duties, think of the motivating, exciting and fulfilling parts, i.e. what adds meaning? To reiterate, ‘the advert’ needs to be all about, ‘what’s in it for them?’.

So, in short, your job advert, whilst needs to be on point with accuracy, it also needs to sound like the best in the world. Remember, you are competing with other job adverts!

Please check for spelling, grammar, and include appropriate language to support inclusivity and diversity. For more information on this, please go to the Diversity Council Australia website here.

The advert is a reflection of you, the business and brand, so it needs to be professional. In addition, I would not suggest having ‘applications close by date’. It is a little out of date and why would you wait two weeks if your standout candidate comes in on day one? If you do, be prepared to lose that gem candidate. While you are waiting for your ‘close by date’, they have been offered another opportunity (with your competitor?) and have likely started working ?.

A Gift – The cherry on top

Now, here is an additional gift ?. I really want to help in managing your expectations, hopes and maybe even beliefs.

The days of being able to 100% access talent through job boards are gone (sorry SEEK). But, if this is the route you are choosing, then please consider below points:

  • Anyone applying to your job is also applying to other jobs. They are what we call active job seekers
  • These job seekers are likely to have three plus job offers
  • Move with speed, i.e. access the ad response as soon as it comes through, literally, that hour! Do not wait a week. You snooze you lose!
  • Forget about benchmarking. You may lose that gem candidate while waiting to benchmark more candidates
  • Interview straight away, i.e. that day or next, not the following week
  • Do use technology – consider zoom interviews
  • Found your great candidate – offer straight away. No delays and with your best offer first. Show the love!
  • Contract issued at the latest, the following day

As a final point, do post the advert on your LinkedIn profile and push it out numerous times, not just once. Ask people to share it.

I hope the above helps you and you are successful with your hiring. If not, call us! We would love to find that special candidate for you!

“People are not your most important asset. The right people are.” – Jim Collins

About the author
Roxanne Calder
Managing Director

As Founder and Managing Director at EST10, Roxanne has an all-encompassing role that includes building and growing the business, as well as actively recruiting and consulting.

After completing a Bachelor’s Degree at Monash University, Roxanne began her recruitment career with renowned recruiter Julia Ross. From there, Roxanne worked in HR and recruitment with a number of global players and boutique businesses throughout Australia, the UK, Singapore and Hong Kong for over 20 years. She has been responsible for managing large teams and projects, implementing RPO models, managing and assisting businesses to an IPO and assisting companies in setting up their recruitment teams and processes.

Following completion of her MBA at the Australian Graduate School of Management, Roxanne launched EST10 in July 2010. In doing so, she hoped to combine the flexibility and high touch service levels of boutique agencies with the structure and strategy afforded to larger firms. Roxanne believes in high-touch, high-care consulting and is always on the lookout for consultants that share this vision of recruitment.