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Job vacancy advertisement example
March 31, 2019 1st Anniversary Wishes 5 comments

A job advertisement is published to attract candidates for an open position within a Examples of job adverts may vary, depending on what kind of employee the To find the best possible candidate for the vacancy of your company, take the.

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Here are 10 examples of the best job ads in that stand out. Job pages should be a mini career site since candidates are landing directly.

Write job descriptions and ads

job vacancy advertisement example

Alicia Little, Marketing Manager

4 Recruitment Ad Examples That Attract Quality Job Candidates

December 12, 2018 at 09:02 AM — Post

As a recruiter, you know that there are a ton of different pieces to juggle when managing an effective recruitment advertising strategy.

From keeping up with your bids to ensure that you aren’t wasting your budget, to crafting the perfect job title, to managing relationships with all of your job board vendors (hint: there’s software that can help automate a lot of the manual work). Plus, you can’t forget about the human aspect of your job, like working with hiring managers to solidify candidate requirements, and scheduling interviews with potential new hires. In truth, a recruiter’s work is never done!

With respect to recruitment advertising, however, the most important thing for recruiters to stay on top of is increasing applicant quality.

Focusing on improving the quality of your job applicants is an integral part of an effective recruitment advertising strategy, and goes hand-in-hand with ensuring that your entire application process, from the amount of time it takes to submit an application to your actual job ads, is optimized for success. If your recruitment advertising strategy is optimized to drive quality applicants, then you’ll reach more quality applicants because your recruitment advertising strategy was optimized – it’s a win-win!

If you’re looking for inspiration on how to craft a high-performing recruitment ad that’ll attract more quality candidates to your sponsored jobs, check out the recruitment ads below.

Recruitment Ads That Attract Quality Candidates

1. Optimized Job Titles

When it comes to job titles, less is more. Our research has found that the highest performing job ads (with a 7.6% apply rate) have titles with between 1 – 3 words. In the example below, DaVita fits right in the sweet spot (and captures two key search terms!), with “Registered Nurse (RN).” Keeping it simple ensures that candidates know exactly what they’re applying for, and eliminates any risk of confusion if the job title doesn’t match the job description, and a valuable click is wasted.

Keep your titles short, to the point, and avoid being clever if it risks losing out being concise.

And don’t forget: avoid using symbols (like $, !, and &) in your job titles, as they can lower your click-through rate by over 2%.

DaVita job posting, retrieved from Monster.com

2. Ideal Job Description Length

Just like job titles, job descriptions have what we call a “Goldilocks” length – not too short, and not too long, but just right. Between 300-800 words, click-to-apply rates hover between 8-9% – and dip drastically for job descriptions that are either shorter or longer than that.

When it comes to job descriptions, focus on being brief, while still offering enough information about the position. Emphasize exciting benefits offered (more on this later) and provide honest detail about what it’s like to work at your company.

Farmers Insurance job posting, retrieved from Dice.com

In this example from Farmers Insurance, they come in at just over the 300 word count mark. That puts their job description in the sweet spot for click-to-apply rates.

As you can see, they are sure to include enough information about the position, any specific candidate requirements they want, as well as some information about the company and culture. It’s informative, without being too overwhelming for potential candidates to digest.

3. Mentioning Benefits

Earlier this year, we teamed up with Ashley Whillans, Professor at Harvard Business School, on some research to uncover how benefits influence job seekers.

As it turns out, there is a direct correlation between application conversion rate and the number of non-cash (that’s right, non-cash) benefits listed in a job description. Including 4+ benefits in your job description can actually yield up to a 22.5% apply rate. Not too shabby.

Chipotle job posting, retrieved from CareerBuilder.com

You can see that for Chipotle, benefits include tuition assistance (a non-cash benefit, monetized), as well as paid time off, career advancement opportunities, and more. These show that the company appreciates their employees, and values their happiness above their productivity.

4. Location, Location, Location

Every single job board out there had two main search queries that potential candidates can utilize: keywords, and location.

It’s important than when crafting your job ad, you consider testing out including the location of the job in the job title, especially if you’re focusing on hiring in a specific location. This can help people identify jobs that are close to them, or close to a location they’d like to move.

Sodexo job posting, retrieved from Indeed.com

In the example above, Soxedo is looking to hire a Starbucks Barista specifically for the cafe at Loyola University. By including the location in the job title, they can ensure that only people searching for barista positions, and located near Loyola University, will click on their ad.

This enables them to execute a more targeted strategy, where job seekers will know at a glance if the open position is somewhere they can easily work and, if not, will pass is by and not waste a click.

Putting These Recruitment Advertising Ideas into Practice

When it comes to altering job titles, tightening up job descriptions, and mapping out company benefits, these are all easily actionable tips that recruiters can start putting into practice today. By doing so, you can help increase the amount of quality job candidates that your recruitment advertising generates. Don’t be afraid to test, test, and test again – you’ll never know what works best for your ideal job seekers until you try!

For many candidates, your sponsored job might be the very first time they’ve heard of you – make sure you make a good impression with these best practices, and  you’ll be bringing in quality candidates in no time.

Looking for more recruitment advertising data? Check out our Recruitment Media Benchmark Report, where you’ll find the research and data behind all of our tips outlined above, and much more!

WATCH THE VIDEO ON THEME: Creative Job Adverts That Will Make You Wanna Apply For Them
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4 Recruitment Ad Examples That Attract Quality Job Candidates

job vacancy advertisement example

A job advertisement is a print or electronic notification of an intent to hire someone to perform specific work in a position at a company or organization. Employers use a job advertisement to request applications from the public or targeted candidates. Normally, a job advertisement uses sections that give you an overview of essential information about the job. Most job advertisements have a specified period for you to apply. They also might have specific application instructions for you to follow.

Job Title

Job titles for the same or similar positions can vary across industries. If an organization or company is large enough, they might have human resources staff who create job titles for the job advertisement. Smaller companies and human resources staff often take job titles from an existing organization chart or the outline of the company structure. Most job titles have some clarifiers about the position, such as temporary or permanent, full-time or part-time and the expected work location.

Job Duties

Employers usually post a list of duties and responsibilities in each advertisement. Review the duties and responsibilities to decide whether the job in the advertisement fits your expectations. When a job requires driving locally, weekly travel or frequent international trips, an employer will either post it in the ad or tell the applicants during an interview. Employers also clarify whether the position is in management and at what level in the company's structure. Employers also list special conditions in the job's responsibilities, such as working outdoors, shift work and required evening or weekend work.

Pay and Benefits

It is up to the poster of the job advertisement whether to list the salary. Some companies only discuss salaries with potential hires, during an interview or when they contact you to schedule an interview. Many do list benefits such as sick days and vacation leave, type of health insurance including any employee contribution and stock options or other benefits. It is not unusual for a company to ask an applicant to provide a salary history or to propose an acceptable salary offer when you apply.

Job Qualifications

Entry-level jobs also have some requirements, such as a high school diploma or equivalent. If the employer wants applicants to have a diploma or degree, they will include this information in the qualifications section. For management and nonmanagement jobs, employers often list a specific minimum number of years of similar experience that applicants must have. Employers might also list additional required qualifications such as special software or technology skills, supervisory experience or professional licenses. Certain government agencies and government contractors hire for positions that require U.S. citizenship and security clearances. They highlight this in the job qualifications section.

About the Author

Carol Luther has more than 10 years of print and digital freelance writing experience. Her freelance writing portfolio includes digital content and business articles published by leading web properties that include the Houston Chronicle, Mahalo, the Nest, USA Today, Wahm, and Zacks. Carol also has more than 20 years of business writing, curriculum development and multimedia training design and management experience.

sample advertisement for job vacancy in newspaper Are you a hospitality guru looking to apply your trade as a resort manager? This free sample cover letter will .

Job Posting Template

job vacancy advertisement example

When recruiting, your job advert is your first chance to attract talented individuals to your roles. This is also the first impression that candidates will get of your business and you know what they say about first impressions!

With one in five (20%) job hunters revealing that they’d be put off applying to a role with an unclear job description, it’s vital that you get it right.

Spending time and effort on your initial posting can be extremely beneficial, saving you time and money in the long run. Get it wrong and you could end up with a string of irrelevant applicants, or worse, none at all.

That’s why we’re here to help. This comprehensive guide will explain how to structure your advert and reveal what content you need to include. We’ll also cover off the key ‘do’s and don’ts’ of writing a job description.

Structuring your job advert

While some recruiters are choosing to come up with creative ways to advertise jobs through gamification and other techniques, you should always follow a basic format.

In fact, getting the structure right is an important first step towards writing a strong job advert. This will ensure that you have a clear layout and only include the most relevant information.

We will discuss each section in more detail below, but for now, here is the basic checklist to follow when writing your job advert:

  • Job title
  • Salary
  • Location
  • Introduction to your business
  • Role and responsibilities
  • Key requirements (qualifications and skills)

What to include in each section

We will now breakdown the job advert one section at a time to help you gain a better understanding of what to include. We’ll also illustrate this with examples.

1. Job title

Arguably, the most important part of writing an advert is getting the job title right. This is the best way to attract the most relevant candidates.

It can be tempting to come up with creative or unique titles to try to attract candidates. But the truth is, these could actually damage your chances. Be specific and use recognisable keywords.

Remember, when conducting their search, job hunters will use these keywords and if your job title doesn’t conform, it could be harder for them to find your vacancies.

So don’t beat around the bush. If it’s a ‘Marketing Executive’ that you want, make sure that’s what you’re asking for. You could also include the seniority in your titles e.g junior or assistant.

Below the job title it is common practise to include the salary (or salary bracket) and the location. While it’s not mandatory to include this information, it is an effective way to ensure you attract the right candidates.

Without this information you risk a host of job hunters applying, despite not living locally. Not only this but you might find a great candidate, only to lose them further down the line because the salary wasn’t what they were expecting. It’s better to be clear right from the start.

2. The introduction

Next you need a small introduction – just a few sentences – which outlines your business and the role you’re advertising for. This really doesn’t need to be long as you’ll go into more detail later on.

This section should contain keywords to help candidates know right from the start if this role is something they’d be interested in. Try to include the job title, industry and some relevant skills or experience that would be advantageous.

This is also your chance to let the candidate know a little bit more about your business and why you’re a great company to work for. Think of this as a sales pitch, why should talented candidates want to come and work for you?


{Your company name} specialises in {your industry or niche} and has an exciting opportunity for an enthusiastic Marketing Executive to join our dynamic team. This permanent position is well suited to an individual that is looking to advance their career in marketing and gain hands-on experience in a thriving and supportive workplace.

3. The objectives

After introducing the position, it’s a good idea to set out the goals or objectives for the candidate. Again, this doesn’t need to be long, just a few sentences will do.

This is a nice opportunity to help the candidate understand the role they’ll play, and the contribution they will make within the business.


Based within the marketing department, you will work closely with all areas of marketing, to assist with the design and production of exciting campaigns and helping the team to achieve agreed targets. This exciting position offers opportunity to progress into a higher role.

4. Responsibilities

Next it’s important to outline what the role will entail and list a few of the main responsibilities. It’s a good idea to break these up into smaller paragraphs, or better still, bullet points. This makes it clearer and easier for candidates to digest.

The responsibilities of the role are important to candidates. No one wants to become bored of their daily tasks and end up disliking their job. As such, it’s vital to always be honest about what will be expected of candidates.


  • Writing a range of B2B and B2C marketing materials
  • Managing day-to-day running of company blogs, ensuring posts are SEO-focused
  • Generating content for company social media platforms including Facebook, Twitter and LinkedIn
  • Creating exciting content for both internal and external communications and promotional materials
  • Liaising with external agencies

5. Requirements

Now you need to outline the key requirements for the role, there are a number of parts to this. The requirements themselves will depend on the level of the role. It can be helpful to use bullet points in this section as well.

State whether your candidate needs qualifications, for example specific A levels, certificates or a degree. Make sure to be specific about whether these qualifications are vital to be considered for the role, or whether they’re just advantageous.

You also need to outline any personality traits or soft skills you wish your candidate to possess. For example, candidates should be enthusiastic, with good communication skills and an interest in the industry.

If you would like someone with a certain amount of experience, this is your chance to include this. You may also require your candidate to have a background in your industry.


  • Degree in marketing, business or another relevant subject (minimum of 2:1 qualification)
  • 2-3 years marketing experience in a similar role
  • Knowledge of {industry} is advantageous but not essential
  • Proficient in all Microsoft programmes
  • Excellent project management skills and attention to detail
  • Good communication skills

6. Your company

You should also take this opportunity to outline any great benefits or perks that the candidate would receive in your employment. Workplace perks are important to today’s professionals, so don’t forget to include these in your job advert.

What you need to avoid

There are a few common mistakes that you need to watch out for when writing a job advert. As we’ve already mentioned, candidates are put off by unclear job descriptions and this also goes for poorly written or vague adverts. Below we outline the top four mistakes to avoid at all costs:

1. Unnecessary jargon: While you might think it sounds more knowledgeable, littering a job advert with buzzwords, acronyms and jargon can actually have a negative effect on application rates. Instead, be sure to use clear and concise keywords, only using abbreviations or buzzwords if totally necessary.

2. Leaving out key information: Don’t neglect the basic information. By adding the job title, location and salary to the top of the job advert, you’ll avoid receiving a wave of irrelevant job applications. While some employers choose to leave out the salary so they can negotiate on it later on, not including this can actually put candidates off applying. Particularly given that candidates know what they want from a job (salary included) and search with this criteria in mind.

3. Spelling and grammar mistakes: Basic mistakes in your job advert can look unprofessional and sloppy. Make sure you proofread your advert several times, and maybe even get someone else to look over it just to make sure.

4. Ignoring the structure: You don’t want your job advert to be one big chunk of text. This can make it hard to read and will likely deter candidates from even trying. Be sure to use smaller paragraphs and bullet points to break it up and create a clear and concise layout.

In summary

Taking the time to perfect your job advert from the start can be hugely beneficial, saving you money and resources. Not to mention the fact that it can boost your application rates.

Follow our simple structure and make sure you include only the relevant information. That way, candidates can decide quickly if they’re interested in the role and see if they have the required skills for the job. This will help to ensure that only the best candidates will apply, helping you to fill your vacancies quicker!

Got a vacancy to fill? Advertise your jobs with CV-Library today and reach 12.5 million candidates!

Photo by Christin Hume on Unsplash

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About Natashia Larkin

Natashia is a freelance writer who loves all things lingual, whether that’s writing, talking, reading or singing (especially singing!) She writes a whole range of content on a daily basis, oh, and she’s also a big fan of exclamation marks…!

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WATCH THE VIDEO ON THEME: How to write a Job Advertisement - Dove Recruitment

Discover ideas about Job Advertisement. Examples of Advertisement Job Vacancy that can used as references in preparing your own job postings.

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