A well-written job ad will attract the right applicants, saving you time on recruitment and training.

You can make sure your ad appeals to the right people by writing a job description that's tailored to the role and industry.

Research the industry

Before you start, you need to understand what applicants will expect from the role. From there, you can work on adding incentives that will make it more appealing.

Know your industry

Check what the average age and turnover rates are for your industry or job type. Once you understand the job conditions that will interest your average worker, you can work to create that environment.

Find out your legal obligations

Make sure you know the pay rates required under the award or what the industry standards are for non-award roles. This way you can be sure you're following the law.

It'll also help you to understand what your applicants' salary expectations will be. You can then determine what you can afford and adjust the role and skill level if you need to.

Also try Glassdoor or PayScale to get an idea of the average pay rate for the position you're hiring.

Know your competitors

Find out who else is hiring and what they're offering. Think about things like:

  • salary
  • incentives and benefits
  • flexibility
  • locations
  • hours
  • career development opportunities.

Get input from employees

Talk to your best employees about what:

  • attracted them to the job
  • keeps them in the job
  • could make it better.

Write a job description

When writing your job description, make sure to include:

  • the job title
  • who the person reports to
  • what section of the business the job fits in
  • the employment type (such as full-time, part-time or casual) and the number of hours
  • what the job involves and the key responsibilities
  • any qualifications, skills or experience needed (you can list 'none' or specify certain skills as desired but not essential).

Creating the job title

Do a web search for similar job titles to see if it's similar to what the person will be doing within your business. This will ensure the applicants' expectations match yours.

Use our job description templates

Our templates can help you write a job description to find the right employee for your business.

You can alter the description for advertising and to suit the needs of your business.

Create your job advertisement

An effective job ad will show:

  • what the job is
  • its basic functions
  • how it fits into the organisation
  • how and where to apply, including the name of a contact person.

Your job ad will attract more applicants if you can also show the benefits or opportunities of the position. Present a favourable image of the organisation to attract the applicant's interest.

Example job advertisements

Our job ad examples will give you an idea of how to put together an ad that includes all the necessary details.

Get someone to look over it

Get someone to review both the description and ad to see if it will be easy for the potential employee to understand.

Consulting existing employees and colleagues can also make them feel valued and invested.

Where to advertise a job

When you advertise the job, consider what type of advertising will attract the best candidates. Options include:

  • online, such as on your social media channels, website or on a job site
  • an advertisement in your shop window
  • word of mouth
  • recruitment agencies
  • local newspaper job ads
  • networking and headhunting.

Targeted advertising

The method you choose will depend on your type of business, the skill level of the position and the location.

Online job boards

The internet is an inexpensive way to advertise to target groups that suit your needs. It also means instant access for both employers and applicants.

Consider these popular and trusted websites:

Be sure to also look at these programs when considering your options:

  • Jobs Victoria provides targeted support services for people looking for work and for employers looking for workers.
  • Restart Program offers incentives for employing people aged 50 or older.