Hiring
How do you write a job ad that attracts good candidates?
A good job ad has a clear job title (what people actually search for), an honest summary of the role, a specific salary or range, the main responsibilities, what you genuinely need from a candidate (not a wish list), and a straightforward next step. Keep it under 600 words. Vague adverts attract vague applicants. If the salary is missing, many strong candidates move on without applying.
How do you write a job ad that attracts good candidates?
Most job adverts fail before anyone reads them. The title is wrong, the salary is missing, or the copy is a job description dressed up with exclamation marks. Here is what actually works.
Start with the job title
Use the title candidates search for, not your internal grade or a made-up label. "Senior Accountant" will be found. "Finance Transformation Lead III" probably will not. Keep it plain, accurate, and free of superlatives.
Write an honest opening summary
Two or three sentences. What does the person actually do every day? Who do they work with? Where is the role based, and is there flexibility? That is all you need at the top.
State the salary
This is the single biggest reason good applications are lost. Candidates with options will not apply to a role that says "competitive salary" — they will apply to the one beside it that shows a figure. If you have a band, show the band. If you are unsure what the market rate is, see our guide on cost of hiring in Ireland before you publish.
List responsibilities clearly
Bullet points work. Aim for five to eight, written as tasks, not traits. "Prepare monthly management accounts" is useful. "Be a self-starter who thrives under pressure" tells nobody anything.
Separate requirements from nice-to-haves
Divide your criteria into two groups: what is genuinely essential, and what you would prefer but can train or accept without. Long requirement lists put off good candidates who do not tick every box — particularly women, who research consistently shows are less likely to apply unless they meet most criteria.
Describe what you offer
Not buzzwords. Concrete things: holiday entitlement, pension, hybrid arrangement, parking, training budget. If any of these are above market, say so plainly.
Tell people what happens next
A simple process note — "send a CV, we will respond within five working days" — removes uncertainty and increases conversion.
How a job ad performs in practice
Across 8 roles we have filled and publish data on, here is what the candidate funnel looked like:
| Stage | Total across 8 roles | Per role (median) |
|---|---|---|
| Sourced & screened | 322 | 30 |
| Internal interview | 121 | — |
| Presented to client | 51 | — |
| Client interview | 33 | — |
| Hired | 9 | — |
The advert is only part of the picture. Even a well-written ad reaches only the people who happen to see it. Headhunting brings in candidates who are not actively looking — that is a separate activity, covered in our guide on how to headhunt someone in Ireland.
Your options for posting the advert
Do it yourself. Job boards such as Indeed, IrishJobs, and LinkedIn all allow employers to post directly. You pay per advert or set a daily budget. You write the copy, manage applications, and screen candidates yourself.
Use an advertising package. Our Premium advertising package costs €499 and our Premium Plus costs €599. We write and post the advert, but shortlisting and interviews remain with you.
Use a managed service. Our Premium Hire service covers the full process — a five-point review of the role (market standing, salary, competitor analysis, online presence, and advert), plus advertising, headhunting, screening, and a shortlist of interviewed candidates — for a fixed fee by salary band: €1,800 for roles up to €29,999; €2,300 for €30,000–€44,999; €3,300 for €45,000–€59,999; €4,300 for €60,000 and above.
Use a contingency agency. Most charge 15–25% of first-year salary, payable on hire. They typically offer a rebate period if the hire leaves early. You pay nothing upfront, but the total cost on a mid-range role is substantially higher.
Each route has genuine merits. If the role is straightforward and you have time to screen, a direct advert may be all you need. If the market is tight or the role is specialist, a managed search will reach people an advert alone will not.
Questions about any of this? Call us on (01) 575 5347.
Frequently asked questions
Should I include the salary in a job advert in Ireland?
Yes. Candidates with other options will often skip adverts that do not show a figure. Showing at least a salary band reduces drop-off and attracts applicants who are genuinely comfortable with the pay on offer. It also saves everyone time during the process.
How long should a job advert be?
Around 400–600 words is a reasonable target. Long enough to give a clear picture of the role, short enough that candidates actually read it. A full internal job description is not a job advert — it needs to be rewritten, not copied and pasted.
What is the difference between a job advert and a job description?
A job description is an internal document covering duties, grading, and reporting lines — written for HR and legal purposes. A job advert is a public-facing piece aimed at people who do not yet know your company. It should be shorter, more direct, and written from the candidate's point of view, not the employer's.
What job boards should I use in Ireland?
The main options are Indeed, IrishJobs, and LinkedIn. Each charges per advert or via a daily budget. The right choice depends on the role and the audience. For a fuller breakdown, see our guide on where to post job ads in Ireland.
Sources
Want the fixed price for your role?
Advertise it yourself across Ireland's major job boards from €499, or hand the whole search to a dedicated recruiter with Premium Hire — one fixed fee by salary band for a five-point review of your role, advertising and headhunting, and a screened shortlist. No VAT is added for Irish businesses.
See Premium Hire Advertise a job
Or call (01) 575 5347.