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The Importance of a Job Vacancy Advertisement Sample

A job vacancy advertisement is a marketing tool that companies use to attract qualified candidates for jobs. It should sell the best aspects of the position and introduce your company.

The Importance of a Job Vacancy Advertisement Sample
The Importance of a Job Vacancy Advertisement Sample

Include a well-structured job description that details the duties and requirements of the position. It should also list a range of qualifications. This will help you to find the best candidate and save you time.


A job vacancy advertisement is an important part of a company's recruitment process. These advertisements attract candidates by describing the role and highlighting its appeal. They also serve as an employer branding tool, allowing you to present your company as an attractive place to work.

A good job vacancy advertisement should include information about the role, any qualifications required and the salary range, as well as details of any benefits available to employees. It should also provide a good overview of the candidate's responsibilities and how they will fit in with the rest of the team.

Microsoft's job ad for an account executive does this extremely well. It provides a lot of basic information about the role at the start of the ad, including travel requirements and remote working policies. This makes it easy for candidates to find out what they need to do to apply and whether the role is a good fit for them.

Apple's job ad for an executive assistant role also does this exceptionally well. It is logically organized, and it uses plain language that is easy to read. It also addresses common questions early on and offers specific examples of what an ideal candidate looks like.

It's also a good idea to mention your company's mission, values and history, which can help you attract candidates who share your beliefs. It's also a good idea to give two or three of the most exciting aspects about the job you're advertising. This can be a good way to entice more applicants and boost your application conversion rates.

Job description

The job description is an important part of the recruitment process. It gives candidates a clear picture of what the role involves and helps to explain how your business will benefit from having an employee in the position.

A good job description will include all of the key details about a role, including duties and responsibilities, qualifications and skills, salary, and perks. It should also be concise and easy to read.

Ideally, it should be about 250 to 500 words. A job description that is too lengthy can confuse potential candidates and make it hard for them to determine if the role is right for them.

Before you begin writing the job description, you need to think about what information belongs in it and what doesn’t. For instance, you shouldn’t include requirements that aren’t necessary for the job, such as preferred preferences or a wishlist of things the candidate wants.

To make the job description more appealing to applicants, use a professional tone and specific terms. You can even write in your own words, but be sure to avoid jargon and internal company lingo.

The first section of the job description should be a paragraph that explains what the role is and how it fits into the organisation. This should be brief, but it will give the candidate a feel for what your business is about and whether they are interested in working there.

In this section, you should also include the name of the person the successful candidate will report to and any other relevant contact details. This will help the candidate to contact you if they need any further information or have any questions about the job.


If you’re looking to hire a new employee, it’s important that the job vacancy advertisement you publish is well written. This will attract interested candidates and boost the hiring process.

A strong job vacancy advert should include all of the information a potential candidate needs to make a decision about whether they’d like to apply for the role. This includes the salary offered and other benefits, such as health insurance and paid time off.

Salary is the amount of money an employer pays their employees for work they perform. It can be a fixed monthly sum or an annual one.

The salary you offer should match the expectations of the job vacancy, as well as any other qualifications or experience requirements. This will encourage qualified candidates to apply and prevent wasteful recruitment costs.

You’ll also want to list the responsibilities of the role, so that potential applicants can understand what they’re expected to do. This will help them decide if they’ll enjoy the work and fit in with the team.

To help you get started, consider including a few lines about your company and what makes it special. This could include details of the company’s history, mission and values.

It might also be helpful to list a few things that would attract a candidate, such as interesting clients or projects. You can even mention awards that your business has won.

You’ll also want to write about any personal attributes you want your new hire to have. For example, you may want to require a degree in a specific field or professional experience. This can be listed under “Nice to Have.”


If you’re a business owner or hiring manager, the salary you offer can be a big part of the job satisfaction equation. It’s one of the most important pieces of information applicants are looking for. The higher the salary, the more likely they are to accept an offer. If you’re not offering a competitive pay package, then your company will have a hard time finding top-tier talent.

Although many employers are tempted to keep salary details secret, it’s better to reveal your compensation plan. In addition to a clear and concise description of your salary package, you may also want to include details on benefits, bonuses and other forms of compensation in your job vacancy advertisement.

A well-written salary ad will help you stand out from the crowd and attract more applicants. It will also provide you with an opportunity to showcase the other perks your company is offering and highlight what a great place it would be to work for.

This job ad from Clipper uses a graphical header to attract attention and puts the big daddy of all job vacancies, salary, at the top of the list. It also features a couple of other tidbits, such as a bullet-pointed list of job responsibilities and the company’s mission, values and history.

If you’re a business owner or employer, the best way to ensure you’re offering the right salary is to do your research. Make sure to read reviews about your competitors and check out their pay scales to get a feel for how they match up.


Whether you’re a large, national company or a small local business, the benefits that your employer offers are essential to candidate attraction. Research has shown that each benefit you include in your job ad increases your apply rate 1% to 5% (see Appcast’s study here).

Your company may have a variety of benefits that are offered in addition to the salary you pay, such as remote working, private healthcare, flexible hours and more. These additional benefits are a great way to attract viable candidates who aren’t only looking for a job but are also interested in your values and culture.

This is because the benefits that you offer in your job ad are an indication of the type of company you are and the type of company culture you want to maintain. When you list these additional benefits in your job ad, it shows that you value employee well-being and are inclusive of your staff.

As a result, you can attract talent that will not only be happy in your position but will also be committed to your business for the long haul. This makes it a great way to build a talent pipeline that can help your business grow in the future.

In Canada, vacancy levels are typically measured by employers surveys. The CFIB Small Business Employment Survey is one of the most common surveys used to measure vacancies. This survey is based on a sample of CFIB members and is a good source for estimating vacancies by industry. However, its small sample size can limit the accuracy of its vacancy estimates. Other sources, such as the SEPH, are more accurate. The SEPH directly surveys 15,000 establishments monthly. Each month one-twelfth of the sample is replaced with new respondents.