Let’s face it: the average job advertisement reads like it was written by a printer. For example, “Dynamic, results-driven individual needed to join a fast-paced environment with strong attention to detail.” Snooze.
So, if you want to attract great candidates, your job ad needs to work harder—harder than a barista during exam season.
Here’s the good news: with a few simple changes, you can write a job advertisement that actually draws in the right people (and filters out the wrong ones—without needing a séance).
1. Start with the Hook, Not the Homework
To begin with, don’t open your job advertisement with “Company X is a leading blah blah in the Y industry.” Honestly, nobody cares—at least not yet.
Instead, start with what makes the role exciting. For example: 📌 “Want to lead projects that make real impact?” or 📌 “Tired of clock-watching jobs with zero growth?” These kinds of openers grab attention right away.
Once you’ve hooked them, then you can explain what your company does.
2. Write Like a Human, Not a Robot in Your Job Advertisement
Then, be honest about the role. If it’s remote some days, say that. If there’s occasional weekend work, include it. And if the manager is a little intense but incredibly competent—mention it tactfully. 😅
After all, the more transparent your job advertisement is, the better the fit you’ll attract. On the other hand, a polished ad that sells a fantasy usually leads to disappointment—and high turnover.
3. Be Real About the Role in Your Job Advertisement
If the role is remote on certain days, then say that upfront. Likewise, if weekend work pops up occasionally, make sure to include it. And if the manager is a bit intense—but also brilliant—mention it tactfully. 😅
After all, the more honest your job advertisement is, the more likely you are to attract candidates who are genuinely the right fit. Conversely, if you dress up the role with unrealistic promises, it usually leads to disappointment—and eventually, high turnover.
By being upfront now, you save time (and drama) later.
4. List Must-Haves, Not a Christmas Wishlist
Let’s be real—stop asking for 10 years of experience for a junior role. And unless you’re hiring a rocket scientist, you probably don’t need a PhD and expert-level pivot table skills.
Instead, focus on what’s truly essential to succeed in the role. Everything else can usually be taught or developed over time.
5. Don’t Forget the Deal in Your Job Advertisement
Candidates want to know a few key things right away: ✔ What’s the salary range? ✔ Is it hybrid, remote, or “must live in the office”? ✔ And most importantly—what’s in it for them?
So, be sure to mention the benefits, company culture, growth opportunities, and anything that makes your workplace stand out—even if it’s just the world’s best Friday lunch policy.
6. Include an Equity Disclaimer That Doesn’t Sound Like a Cut-Paste Job
Yes, we all know that EE compliance is important. However, your disclaimer doesn’t need to sound like it was copied from the bottom of a 2002 tender document.
Instead, aim to be clear, fair, and genuinely inclusive. And if you’re unsure how to strike that balance—TeamMaster is here to help.
Final Thought:
Remember, your job advertisement is your first impression—so make it count. A well-written ad doesn’t just fill a vacancy; it weeds out the time-wasters and pulls in the rockstars.
If you need help crafting one, don’t stress. We’ve got ready-to-go templates, sharp copywriters, and legal eagles who eat job specs for breakfast.
Let TeamMaster HR help you hire smarter—with job ads that actually work.
