Key takeaways
- 1Clear, searchable job titles outperform creative internal ones every time.
- 2Always include a salary or salary range. Listings with pay get significantly more applications.
- 3Three or four must-haves beat ten. Focus on what matters.
- 4Move quickly after an interview. Silence loses candidates.
How to write a job ad that attracts the right candidates
A great job ad does more than list requirements. It sells the opportunity.
Start with a clear, searchable job title. Avoid internal titles or vague descriptions. If the role is a "Customer Service Representative", call it that, not "Client Happiness Hero".
Structure your ad so the most important information comes first: what the role involves, what you’re offering (salary, benefits, flexibility), and what you’re looking for. Job seekers scan listings quickly, so make every sentence count.
Do
- Use a searchable industry-standard title
- Include salary or a salary range
- Lead with what the candidate will do
- Be specific about must-have skills
- Mention flexibility, remote options, benefits
Don't
- Use internal titles ("Growth Ninja")
- Hide pay behind "competitive"
- List 20 requirements when 5 will do
- Use buzzwords without substance
- Oversell the role
Honesty pays long-term
Overselling a position leads to candidates who are disappointed when they start, and that costs you more in the long run than being upfront from the beginning.
Why you should always include a salary
Listings that include a salary consistently receive more applications than those that don’t. Job seekers want to know if a role is worth applying for before they invest time in an application. "Competitive salary" tells them nothing.
Ranges work almost as well as exact figures
If you can’t give an exact number, provide a range. This sets expectations for both sides and filters out candidates looking for something significantly different. Transparency about pay signals that your company is straightforward to work for.
In a market where candidates have choices, the employers who are open about compensation will always attract more and better applicants.
Screening candidates effectively
The goal of screening is to narrow down your applicant pool to the candidates most likely to succeed in the role. Start by reviewing CVs against your essential criteria, not your wish list. If you have ten must-haves, you’ll struggle to find anyone. Focus on the three or four things that matter.
A 15-minute phone screen should cover
- Their current situation and motivation for moving
- One or two role-specific technical questions
- Communication style and enthusiasm
- Salary expectations and availability
- Any questions they have about the role
Be consistent in your approach. Use the same criteria and questions for every candidate at each stage. This reduces bias and makes it easier to compare applicants fairly.
Conducting better interviews
A good interview is a two-way conversation, not an interrogation. You’re assessing the candidate, but they’re also assessing you. Make them feel welcome, explain the process, and give them a genuine picture of what the role and company are like.
Behavioural questions reveal more than hypotheticals
Ask "Tell me about a time when..." rather than "What would you do if...". Real examples tell you how someone actually operates. Hypothetical answers only tell you what they think you want to hear.
Prepare structured questions in advance and ask the same core questions to every candidate. This makes comparison easier and fairer.
Leave time for the candidate to ask their own questions. The questions they ask will tell you a lot about their priorities and how much research they’ve done. If they have no questions at all, that’s worth noting.
Making an offer and onboarding
When you’ve found the right person, move quickly. Good candidates don’t stay on the market long. Make your offer clearly, in writing, and include all the key details: salary, start date, working hours, benefits, and any conditions like references or background checks.
Give the candidate a reasonable amount of time to consider the offer, but don’t leave it open indefinitely. A few days is usually enough. If they need to give notice at their current employer, be clear about when you need a decision by.
Before their first day
- Send a warm welcome email with practical info
- Confirm start time, dress code, and who to ask for
- Order any kit (laptop, phone, monitor) early
- Set up accounts and email access
- Let the team know when they’re starting
- Plan their first week with intro meetings
Reducing time to hire
A slow process costs you candidates
Top applicants are often interviewing with multiple companies. If your process drags on, they’ll accept an offer elsewhere. Aim to keep the process to two to three weeks from application to offer where possible.
Common bottlenecks include too many interview rounds, slow decision-making between hiring managers, and delays in extending offers. Review your hiring timeline and look for steps that can be shortened or removed.
Communicate clearly with candidates at every stage. Even if there’s a delay, let them know. Silence is the quickest way to lose a good candidate’s interest and damage your employer brand.
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