How to Write a Compelling Job Ad in 2025: Tips for Australian Employers

7 TRS Tips for Writing Job Ads That Attract (the right people) Every business wants to attract the best candidates they can, however, if you post generic jobs, that’s not the best practice. AI job searches are changing workforce expectations, and the hiring practice process, so, writing a winning job ad in 2025 requires…

Dec 4, 2025

TRS Resourcing

7 TRS Tips for Writing Job Ads That Attract (the right people)

Every business wants to attract the best candidates they can, however, if you post generic jobs, that’s not the best practice. AI job searches are changing workforce expectations, and the hiring practice process, so, writing a winning job ad in 2025 requires a fresh approach.

You can’t change a first impression

Remember, this is your first impression you’ll make towards potential candidates, you’ll want to be in front of the eyes of the best talent applying for your advertised position so be sure to speak the language and tone towards today’s job seekers.

Understanding the Modern Candidate

Before you write a single word, understand what job seekers are looking for. Think about it for a second, buzzwords and social media have changed a great deal and candidates prioritise choices differently alongside their salary expectations. AI powered job searching tools mean your job ad needs to be optimised for human readers, and algorithms to bring these opportunities to the laps of qualified candidates.
The first step remains unchanged: determine exactly what the role requires. Create a fully comprehensive job description with a bullet point list of responsibilities, qualifications, and outlining essential skills. Ensure proper clarity so your ad isn’t vague and fails to attract quality people

1. Lead with Transparency: Salary, Benefits, and Work Arrangements

Transparency is non negotiable in recruitment. Candidates expect to see salaries upfront and research tells us that ads with salary information receive more applications. So, be sure to include a realistic salary window based on experience levels and be upfront about the total salary package.

Clearly specify your work arrangements. Is this a hybrid role that offers both office and remote work? Fully remote? Office based with flexible hours? In 2025, these details could be a deal breaker for candidates. Be specific: “3 days in-office, 2 days work from home” is much more clear than vague wording like “flexible work options.”
Break down the role requirements using bullet points and distinguish between essential qualifications and preferred skills. This will help candidates assess their fit and will reduce the time you will spend reviewing unsuitable applications.

2. Optimise for AI and Search Algorithms and LLM’s

Job seekers rely on AI powered search tools, LinkedIn’s algorithm, and job board filters to find opportunities. To ensure your ad appears in relevant searches:

Use industry standard job titles rather than creative internal titles
Include specific skills, software, and certifications in your requirements
Incorporate location specific keywords (Melbourne, Perth, Sydney) naturally throughout
Add relevant industry terms that candidates commonly search for
Structure your ad with clear headers and well mapped out and organised sections

Search engines and AI tools prioritise well set out, keyword rich content, sol making sure you are optimised directly impacts your ad’s visibility.

3. Show Your Employee Value Proposition

Modern candidates want more than a job, they want a career aligned with their values and aspirations. Highlight what makes your company unique beyond the basics. Consider including:

Professional Development: Do you offer training programs, mentorship, or pathways to advancement?
Company Culture and Values: Describe your workplace environment authentically. Are you a collaborative team?
Wellness and Lifestyle Benefits: Mental health support, flexibility, additional leave options, and wellness programs are increasingly valued.
Technology and Tools: For technical roles, mention the tech systems, and tools candidates will work with.

4. Write Inclusive Job Descriptions

Use gender neutral language throughout your ad. Avoid phrases that skew masculine or feminine. Consider using inclusive job description tools that identify potentially biased language. Be mindful that requiring “native English speakers” or extensive years of experience may unnecessarily limit your talent pool.
Ensure your ad is accessible to candidates using screen readers by structuring it properly with headers, clear formatting, and descriptive text.

5. Be Realistic and Specific About Requirements

One of the biggest mistakes in job ads is creating an unrealistic “unicorn” candidate profile. Studies show that women apply for jobs when they meet 100% of qualifications, while men apply when they meet 60%. Overly extensive requirements discourage qualified candidates from applying.

List your “must have” qualifications separately from “nice to hrave” skills and be honest about what’s truly essential for day one success versus what can be learned on the job. This approach expands your candidate pool and shows your commitment to investing in your employees.

6. Address Career Growth and Stability

Candidates want to know about job security and growth potential. Address these concerns by:

Describing potential career paths within your company
Mentioning stability factors (established company, growing industry, long-term projects etc)
Highlight opportunities that develop new skills or take on extra responsibility

7. Make Your Application Process Clear and Simple

Nothing loses qualified candidates faster than a complicated application form. Clearly state:

How to apply (email, online form, LinkedIn)
What materials to submit (resume, cover letter, portfolio)
Expected timeline for responses
Next steps in the hiring process

Consider that many candidates apply via mobile devices so ensure your application process is mobile friendly such as an email or form not a word document or pdf to fill out.

Creative Approaches for 2025

Don’t be afraid to let your company personality shine. Video job ads continue to grow in popularity, particularly in creative industries. Short, authentic videos featuring team members discussing the role can boost engagement.

Consider creating role specific content that goes beyond traditional ad formatting
Job Ad Templates and Resources

A solid template ensures you don’t miss crucial information. Start with these reputable resources:

Indeed’s job posting templates
LinkedIn’s hiring resources
Recruitment sites
Fair Work Australia guidelines for inclusive job ads

Remember that templates are starting points you’ll need to customise them to reflect your unique company culture and role requirements.
Measuring Your Job Ad Performance

Track key metrics to refine your approach:

Application volume and quality
Time to fill for the position
Diversity of applicant pool
Source of highest quality candidates
Candidate feedback on the application process

Use this data to improve your job ads and recruitment strategies moving forward.

Partner with Recruitment Experts

Writing compelling job ads is just the beginning. The best results come from comprehensive recruitment strategies that combine great ads with targeted candidate outreach, thorough screening, and expert market knowledge.

TRS Resourcing specialises in connecting Australian businesses with qualified staff across manufacturing, trades and services, supply chain and logistics, engineering, automotive and construction sectors. Our recruitment consultants bring over 40 years of combined experience and understand what resonates with today’s candidates.
We handle every aspect of the hiring process, presenting you with only the most qualified applicants, saving you time and ensuring you don’t miss exceptional candidates.

Contact us for permanent staff, labour hire solutions, or apprentices through our Employee Apprenticeship Program, TRS delivers recruitment excellence that takes the guesswork out of hiring.