Writing a job advert might seem straightforward. You have a vacancy, you know what you're looking for, and you need to attract the right candidates.

But a poorly written job advert can do more than fail to attract applicants - it can actively scare good candidates away.

In a competitive recruitment market, candidates have more opportunities to compare roles, employers and salaries than ever before. If your job advert is unclear, unrealistic or lacking important information, your ideal candidate may simply move on to the next opportunity.

So, this Halloween, we're looking at some of the biggest job advert red flags that could be sending candidates running for the hills.

1. The Job Description That Never Ends

We've all seen them.

A job advert that starts with a few responsibilities and somehow turns into a two-page list of essential requirements.

Five years' experience. Seven different software packages. Management experience. Industry qualifications. Excellent communication skills. Commercial awareness. Leadership experience. And, apparently, the ability to do the job of three people.

While it is important to be clear about what you need from a candidate, an excessive list of requirements can discourage potentially strong applicants from applying.

Consider which skills are genuinely essential for the role and which could be developed through training and experience.

Ask yourself: If someone met 80% of the requirements but had the right attitude and potential, would you want to speak to them?

If the answer is yes, your job advert should reflect that and we as recruiters need to know that.

2. The Mysterious Salary

"Competitive salary."

Two of the most haunting words in recruitment.

While there may be reasons why an employer doesn't want to advertise an exact salary, providing some indication of the expected salary range can help manage expectations and attract candidates who are genuinely suitable for the role.

Candidates are increasingly looking for transparency around compensation before investing time in an application process.

A salary range can also help recruiters and employers have more productive conversations with candidates from the beginning.

Rather than making candidates wonder "What does competitive actually mean?", be as transparent as possible. As recruiters, we also need to know the exact salary range offered to be able to be transparent with candidates and ensure we don’t put candidates forward who wouldn’t accept an offer if it was made. 

3. The Zombie Job Advert

Some job adverts simply refuse to die.

They remain online for months, are repeatedly reposted or appear to be permanently open without any clear indication of whether the position is still available.

For candidates, this can create uncertainty…

Is the company actively recruiting? Has the position already been filled? Is the advert still relevant?

Keeping job adverts up to date is essential. If a vacancy has been filled, remove it. If the requirements have changed, update the advert.

An outdated job advert can damage your employer brand and make candidates question how well organised your recruitment process is.

4. The Vague Job Description

"Looking for a motivated individual to join our growing team." But what will they actually be doing?

A job advert should give candidates a clear understanding of the role, responsibilities and expectations.

Rather than filling your advert with generic phrases, explain what the successful candidate will actually be responsible for.

For example, instead of simply saying: "Manage client relationships.” explain what that means in practice.

Will they manage existing accounts? Develop new business? Attend client meetings? Handle projects? Work alongside internal teams?

The more specific you can be, the easier it is for candidates to understand whether the role is right for them.

5. The "We're Like a Family" Warning Sign

Company culture is important, but simply saying that your business is "like a family" doesn't tell candidates very much.

Instead, show them what your company culture actually looks like.

Do you offer flexible working? Training and development? Social events? Career progression? Early finishes? Additional benefits?

Candidates want to understand what it is genuinely like to work for your organisation.

Instead of telling candidates that you have a "great culture", give them examples that demonstrate it.

6. The Role With No Career Progression

For many candidates, taking a new job isn't just about salary.

They want to know where the role could take them.

If your job advert focuses only on what the candidate will do today, you may be missing an opportunity to attract ambitious applicants.

Consider including information about:

• Training and development
• Promotion opportunities
• Professional qualifications
• Career progression
• Mentoring
• Opportunities to take on additional responsibilities

Showing candidates that there is a future within your organisation can make a significant difference.

7. The Impossible "Perfect Candidate"

Sometimes the scariest thing about a job advert is the candidate you're expecting to find.

You want someone with 10 years of experience, specialist industry knowledge, multiple qualifications, management experience, exceptional technical skills and a long list of additional abilities.

But does that person actually exist?

Trying to find the "perfect" candidate can make recruitment unnecessarily difficult.

Instead, consider separating your requirements into:

Essential: What does the candidate genuinely need to be able to do from day one?

Desirable: What would be useful but isn't essential?

Trainable: What could they learn after joining? What transferable skills could be useful for this?

This can open your vacancy up to a wider and potentially stronger talent pool.

So, How Do You Make Your Job Advert Less Frightening?

A great job advert doesn't need to be complicated.

It needs to be clear, honest and engaging.

Before sending across your next vacancy, ask yourself:

• Is the job title clear?
• Have we explained what the role actually involves?
• Are the essential requirements realistic?
• Have we included the salary or salary range where possible?
• Have we explained the benefits?
• Have we given candidates an idea of the company culture?
• Have we included opportunities for career progression?
• Is the advert free from unnecessary jargon?
• Is the vacancy still genuinely available?

If you can answer yes to these questions, you're already on your way to creating a much more effective job advert and we as recruiters can help source you the most suitable candidates.

Don't Let Your Next Vacancy Become a Recruitment Horror Story

A great candidate could be just around the corner - but if your job advert is unclear, unrealistic or uninspiring, they may never make it through the door.

The best job adverts don't simply list responsibilities and requirements. They sell the opportunity.

They give candidates a reason to apply, help them understand what to expect and show them why they should want to work for your business.

So this Halloween, take a look at your current vacancies.

If your job adverts are full of vague requirements, mysterious salaries and never-ending lists of responsibilities, it might be time to give them a fright-free makeover.

Because the only thing that should be haunted this Halloween is your office - not your recruitment process.

If you’re looking to hire your next team member and need assistance in your search, get in touch with our team of recruitment experts today and let us do the work and help you find the best talent.