Posting a Job Ad That Attracts the Right Candidates

Whether you're hiring for a small business, a trade role, or casual local work, a well-written job ad brings in far better candidates than a rushed one - and saves you hours of sifting through unsuitable applications. Here's how to get it right.

Write a specific, honest title

"Part-Time Delivery Driver, Manchester, Own Vehicle Required" tells a candidate immediately whether the role suits them, unlike a vague title like "Driver Wanted", which invites applications from people who aren't actually eligible or interested once they read the details. Specificity upfront saves both you and unsuitable candidates time.

Include the essentials

Every candidate needs the pay rate or salary range, working hours, location (and whether remote or hybrid working is possible), contract type (full-time, part-time, temporary, self-employed), and start date to decide whether to apply. Listings that omit pay entirely tend to get far fewer quality applications, since many candidates simply won't apply - or won't take the process seriously - without knowing the pay upfront.

Describe the actual day-to-day role

What will the person actually be doing on a typical day or week? What tools, equipment, or software will they use? Who will they report to, if relevant? Candidates who understand exactly what the role involves are far more likely to be genuinely suited to it, and far less likely to leave shortly after starting because the reality didn't match their expectations.

List requirements realistically

Be clear about any essential qualifications, licenses, experience, or right-to-work requirements, but try to separate genuinely essential requirements from merely desirable ones - an overly long list of requirements for a straightforward role can put off perfectly good candidates who assume they won't be considered.

Explain how to apply

State clearly whether candidates should message you through Ads UK, send a CV, or call a number, and give a rough idea of your timeline - for example, "shortlisting within a week, interviews the week after". Candidates who know what to expect are more likely to apply, and more likely to remain engaged if there's a short wait before you respond.

Respond to applicants promptly

A candidate who hears nothing for weeks will often assume the role has been filled and move on, even if you were still genuinely considering their application. A quick reply, even just confirming receipt and an expected timeline, keeps good candidates engaged and reflects well on your business.

Keep your ad updated

If the role is filled, remove or mark the listing as closed promptly, both as a courtesy to candidates and because an outdated live listing can attract applications for a role that no longer exists, wasting everyone's time.

A clear, honest, detailed job ad takes only a little longer to write than a vague one, but it consistently attracts a smaller number of far more suitable applicants - which usually means less of your time spent sifting, and a better hire at the end of it.