How to Advertise for New Staff… Like A Boss

Hiring the right team starts with writing the right job ad. In a competitive job market, employers must do more than just post a role—they need to market it. Today’s candidates expect clarity, inclusivity, and a little creativity. If you want to attract top talent, your job ad needs to stand out for all the right reasons.

Here’s how to write recruitment ads that not only get clicks but convert the right candidates.

1. Know What Job Seekers Really Want

Before you write anything, put yourself in the shoes of your ideal candidate. What are they looking for—beyond a salary?

• Flexible or hybrid work options
• Career progression and learning opportunities
• Company values that align with their own
• A transparent hiring process

Highlight these elements early in your ad. Candidates will bounce if they don’t see their priorities addressed within the first few lines.

2. Use Clear, Inclusive, Human Language

Skip the jargon and buzzwords. Use language that your target candidates will understand—and relate to. Avoid corporate clichés like “synergy” and “rockstar.” Instead, write like a real person. Be direct, friendly and clear about the role and your company culture.

Pro tip: Use inclusive language to attract a more diverse candidate pool. Tools like Gender Decoder can help ensure your wording doesn’t unconsciously exclude certain groups.

3. Make the Job Look Desirable

You’re not just filling a vacancy—you’re selling a career opportunity. Showcase the perks and purpose of the role. This might include:

• Work-from-home flexibility
• Professional development funding
• Team culture or community initiatives
• Growth potential within the company

Visuals matter too. Use an engaging image or branded graphic if the platform allows. Just make sure it reflects your brand values authentically.

4. Be Honest and Specific About Expectations

While you want to sell the role, avoid sugar-coating it. Be upfront about key responsibilities, work pace, hours, and any non-negotiables. This helps filter out poor-fit candidates and saves time down the track.

Instead of vague statements like “must be a team player,” give examples like:

“You’ll be collaborating with two senior designers and a copywriter on campaigns for national clients. Team coordination and feedback skills are a must.”

5. Triple-Check for Typos and Missing Info

Nothing screams “unprofessional” like a job ad with spelling mistakes, missing details, or a broken application link. Always include:

• Job title and summary
• Location and remote work options
• Salary range (if possible—transparency is a plus!)
• Application deadline and instructions

Proofread twice. Then once more. Or have a colleague do it.

6. Advertise Where Your Audience Actually Is

Beyond Seek or LinkedIn, consider platforms where your ideal candidates spend time. Creative talent? Try Behance. Tech specialists? GitHub or Stack Overflow. Gen Z? TikTok and Instagram job reels are gaining traction fast.

You can also share your post in relevant industry groups or Slack communities. Think beyond traditional job boards.

7. Go Beyond the Resume

Instead of relying solely on resumes, ask applicants to complete a short skills test, portfolio review, or values questionnaire. This helps surface the candidates with the right capabilities and mindset—not just polished resumes.

Tools like Vervoe, TestGorilla or even a short Google Form can help with this process.

8. Make Hiring a Two-Way Conversation

The best hiring managers know that recruitment is a two-way street. Communicate clearly throughout the process, respond to questions promptly, and respect candidates’ time. A positive experience—even for unsuccessful applicants—builds your employer brand and can lead to referrals down the line.

9. Test Their Skills—Not Just Talk

If the role requires specific skills (copywriting, coding, sales), give candidates a practical task. Just make sure it’s fair and respectful of their time—ideally something they can complete in under an hour. Compensate for longer tasks when possible.

Want to streamline your hiring process? Consider taking a recruitment or HR course to build effective, modern hiring systems.

10. Hire the Right Fit—Not Just the Right Resume

Skills can be trained, but attitude and values alignment are harder to teach. Look for cultural fit, curiosity, communication skills, and growth mindset—especially if you’re hiring for potential rather than experience.

And remember, sometimes the most valuable team members aren’t the most obvious on paper.

Want to Build a Better Hiring Strategy?

Hiring doesn’t need to be a headache. With the right approach, your next job ad can attract passionate, capable people who are the perfect fit for your business. If you’re ready to level up your hiring skills, explore our HR and people management courses to get started.