Your job advert is the first interaction a candidate has with you as an employer. So if you’re looking to attract the best talent, your ad should be clear, compelling and inclusive, and must position your employer brand in the best light.

In this blog, we outline five attributes of a stand-out job advert.

1. An accurate job title

Some organisations favour a modern, less conservative take on traditional job titles. A company with an ‘edgy’ employer brand seeking a Marketing Data Analyst might advertise the position as ‘Data Ninja’. 

While the use of fun language helps to convey a fun identity, it’s important a job description ‘does what it says on the tin’ and still accurately communicates what the role entails. It’s best to keep the job title simple and leave the fun for the job description itself!

2. A compelling overview of the job description

To hook the candidate’s attention, start with a concise, accurate overview of the role that captures its essence and how it serves the organisation’s wider commercial objectives.

How did this role come about? Was it an existing role, or is it a newly created position? Which particular strategic initiative or objective is it intended to serve? 

What does a typical day-in-the-life of the role look like? Including a link to an employee testimonial video will provide a flavour of the organisation through more than just words on a screen.

3. Inclusive language

Gendered or biased language in your job adverts can have a detrimental impact on your employer brand and in some cases can deter candidates from applying. 

Using male or female-skewing terms can be limiting, making it less likely you’ll reach a diverse pool of applicants. In a job advert for a typically female-dominated profession, avoid gendered language such as “seeking a Budget Queen” in a job description and swap for “Budget Pro” – it’s still fun, but it’s miles more inclusive. 

4. An outline of your culture, values and mission

It’s critical that your advert delivers a clear message of your values, vision statement and purpose from the go-get. By not having a clearly articulated set of core values, a vision and purpose, companies risk compromising their ability to attract top quality talent, or appointing hires that don’t suit the culture. 

What’s your company’s reason for being? Where is it trying to go and what values will enable it to get there? Explain all of this. 

5. Pledging your commitment to continuous learning and development

Connecting L&D initiatives to broader organisational objectives will mean more motivated employees, whereas employees who don’t understand the roles they play in company success are more likely to become disengaged.

Offering training programs in the workplace helps employees feel like their work is aligned to the overall corporate mission and goals. By continuing to provide opportunities for employees to develop new skills and capabilities, they will not just become better workers, but will feel like more productive members of the organisation – improving both morale and productivity.

HROnboard, an ELMO company, offers a best-in-class software solution that reduces the amount of time HR teams and leaders spend securing the best candidates and undertaking the critical onboarding process for new hires. Our solution also helps manage internal employee role changes and can create a smooth and seamless process for exiting employees. To find out more, reach us here.

ELMO Software offers people, pay and process solutions for the entire employee lifecycle, from ‘hire to retire’. This includes recruitment, learning, performance management, payroll, rostering / time & attendance, expense management, and more. For further information, contact us.


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