Let’s be honest — these days, some job ads sound more like bad dating profiles than real opportunities. For example:
“We’re fun, fast-paced, looking for someone loyal, hardworking, and passionate…”
Or even worse: “Must be available 24/7, be a team player, an independent thinker, and also have 15 years of experience — for an entry-level job.”
Does that sound familiar? If so, you’re not alone.
The truth is, if your job ad is getting ignored more than a sketchy Tinder profile, then it’s probably time for a reality check. After all, job seekers have options — and they’re not wasting time on vague, unrealistic, or confusing posts.
So, what’s going wrong? And more importantly, how can you fix it?
In this guide, we’ll break down why no one’s swiping right on your vacancy — plus, we’ll show you exactly how to turn that lonely job listing into something top talent can’t resist.
1. Too Vague. Too Demanding. Way Too Much.
Job seekers can’t read minds. So, when a job ad says things like “must be passionate and hardworking,” it doesn’t really help. Without clear details, those words mean nothing.
That’s why it’s better to be specific. What will the person actually be doing every day? Who will they report to? Where is the job located? What are the working hours? What’s the team like?
For example, a clearer version could be:
“You’ll manage a small admin team, handle internal logistics, and coordinate schedules in a growing IT company based in Cape Town.”
This way, people know what to expect — and whether it’s a good fit for them.
2. It’s All About You
A lot of job ads end up sounding like a self-centered date. For example:
“We are the best in the industry. We’ve been around for 20 years. We offer excellence.”
But while you’re busy talking about your company, the candidate is likely thinking, “Okay… but what’s in it for me?”
That’s why it’s so important to find a balance. Yes, share your achievements — but also talk about what you can offer them. Things like growth opportunities, training support, work-life balance, or even small perks like free coffee can make a difference.
Here’s a better way to say it:
“We’re a close-knit team that supports growth, values flexibility, and offers real development opportunities for driven professionals.”
This kind of message shows that you care about your team — and not just your company’s resume.
3. You Want a Unicorn. On a Donkey’s Salary.
Let’s say you’re asking for 7 years of experience, 4 qualifications, and fluency in 3 languages — all for R7,000 a month. At first glance, it might seem like you’re being thorough. However, to most job seekers, it comes across as unrealistic.
These days, candidates are savvy. In fact, they can spot an underpaid or overloaded role from a mile away. As a result, they won’t bother applying.
So, how can you improve this? First of all, focus on what’s actually necessary for the role. In other words, separate the must-haves from the nice-to-haves. This helps applicants quickly understand if they’re the right fit.
Next, if the salary isn’t very competitive, don’t panic. Instead, highlight the other benefits that make the role attractive. For example, mention flexible working hours, a healthy team culture, learning opportunities, or room to grow within the company.
In the end, clarity and fairness go a long way. When people feel respected and informed, they’re far more likely to apply.
4. You’re Boring Them to Death
Generic job ads usually get generic responses. In fact, if your post sounds like it was copied straight from Google back in 2007, then it’s definitely time for a refresh.
Rather than sticking to boring, cookie-cutter language, try adding some personality. After all, you’re hiring people — not robots.
For example, you could say:
“We’re a growing logistics team looking for someone who loves planning, solving problems, and the occasional bad pun around the coffee machine.”
By making your ad more human and relatable, you’ll stand out — and attract candidates who actually want to join your team.
5. You’re Making It Too Complicated
Asking for a CV, motivation letter, three references, a portfolio, two essays, a handwriting sample, and a blood test? Slow down.
Instead: Keep it simple. “Send your CV and a short intro via email or WhatsApp. That’s it.” You can request additional documents later if they’re a good fit.
Final Thought: Attract, Don’t Intimidate
Recruitment in 2025 is as much about appealing to the right talent as it is about filtering out the wrong ones. Your job ad is your first impression — make it count.
Ditch the dating profile drama. Ditch the unrealistic wish lists. Write like a human, for a human — and you’ll start getting better applicants from day one.
That’s Where TeamMaster HR Comes In
We know you’re busy running a business — not moonlighting as a recruiter, writer, and reference checker.
That’s why our flat-fee recruitment service is designed to work for you:
- Professionally written job ads that attract top talent
- Candidate sourcing, screening, and shortlisting
- 7-day turnaround – fast, reliable, and compliant
- No commission, no nonsense
You focus on running your business. We’ll handle the hiring.
