In a competitive employment market, your job advertisement needs to do more than outline responsibilities and requirements. For employers, a strong, well‑considered job ad can significantly improve both the quality and relevance of the candidates who apply. At CBR Recruitment, we often see opportunities where a few small changes to a job ad can make a big difference. Below are four simple, practical tips to help you get more value from your job advertisements.
1. Make sure your job ad aligns with the actual role
One of the most common mistakes employers make is advertising a role that doesn’t quite reflect what the position really needs. This often happens when job ads are based on old position descriptions or copied from similar roles, rather than tailored to the current needs of the business. Before advertising, take time to consider:
- What does this role need to deliver in the first 6 – 12 months?
- Which technical (hard) skills are genuinely essential?
- Which soft skills will help the person succeed in your team and culture?
Soft skills such as communication, adaptability, and teamwork are often just as important as technical capability particularly in collaborative or client‑facing roles.
2. Be clear and realistic about what you’re offering (including non‑cash benefits)
Salary matters, but it’s not the whole picture. Many candidates, particularly high‑quality and experienced professionals, look beyond salary when deciding whether to apply. Including non‑cash benefits in your job ad can significantly increase interest and help your role stand out.
Examples of non‑cash benefits to highlight include:
- Flexible or hybrid working arrangements
- Professional development and training support
- Additional leave or purchased leave options
- Health, wellbeing, or EAP programs
- Career progression pathways and mentorship
- Supportive team culture or leadership style
These benefits don’t need to be over‑sold; they just need to be clearly mentioned. Often, employers already offer great conditions but forget to include them in the ad.
2. Make the application process simple and clear
Good candidates are often time‑poor. If an application process feels unclear or overly complicated, they’re far less likely to follow through. A simple and effective approach is to clearly request a current CV and a one-page cover letter specifically written against the role requirements. This gives candidates enough space to explain their suitability and motivation without being overly burdensome. From an employer’s perspective, it also makes it easier to assess communication skills, alignment with the role, and genuine interest. Make sure your job ad clearly outlines:
- What documents are required
- Where and how to submit the application
- Any key dates or timelines
4. Provide a clear point of contact
This step is often overlooked, but it can have a big impact. Many of the best candidates like to speak to someone briefly before applying. They may want clarity on expectations, team structure, or whether the role truly fits their experience. If no contact details are provided, those candidates may simply opt out. Including a named point of contact and phone number:
- Encourages high‑quality candidates to engage
- Helps answer questions early in the process
- Demonstrates openness and transparency
These conversations are usually valuable and often help pre‑qualify candidates before an application is even submitted.
In summary
Your job ad is often a candidate’s first interaction with your business. Making sure it reflects the real role, clearly communicates benefits, offers a simple application process, and includes a point of contact can dramatically improve hiring outcomes. If you’d like support refining your job advertisements or in assisting with managing your next recruitment process, the team at CBR Recruitment is always happy to help. For more information about our recruitment services, email: hello@cbrrecuritment.com.au or call: 02 6103 7000.
