Are your Job Descriptions chasing Candidates away? 5 Top Tips to boost conversions!

When it comes to attracting top temporary talent, your job description is often the first impression a candidate has of your organisation. But what if that first impression is sending them running in the opposite direction?

In today’s competitive market, well-written job adverts are critical, not just for standing out, but for attracting the right people. We regularly work with local authorities and public sector employers to improve their job descriptions and increase candidate engagement.

Here are some of the most common mistakes we see and how to fix them.

1. Too Vague or Too Detailed

Job adverts need balance. Descriptions that are too vague leave candidates confused about the role. On the other hand, adverts that list every single responsibility in minute detail can feel overwhelming and unapproachable.

Focus on the core responsibilities and essential skills. Use bullet points for clarity and keep paragraphs short. If you need to include detailed policies or expectations, link to an extended job pack instead.

2. Jargon Overload

If your job ad is full of acronyms and internal terms, you risk losing candidates before they’ve even reached the ‘Apply Now’ button. This is especially true for temporary roles, where candidates may not have time to decode complex language.

Use clear, inclusive language. Write with the candidate in mind. What would they need to know to feel confident applying?

3. No Mention of Flexibility or Benefits

Candidates aren’t just looking for a job. They’re looking for a workplace that fits their life. Temporary workers especially value flexibility, quick starts, and clear information about pay.

Even if the role is temporary, be sure to include what makes it attractive: flexible hours, weekly pay, supportive management, potential to go permanent, or quick onboarding. Don’t assume candidates already know what’s on offer.

4. Missing Salary or Pay Range

Job seekers are more likely to apply to roles that are transparent about pay. If your job ad is missing this crucial detail, you could be losing out on high-quality applicants.

Always include a salary or pay range. It builds trust and sets clear expectations from the outset.

5. No Call to Action

A strong job advert should leave no doubt about what a candidate needs to do next. A weak or missing call to action can seriously reduce conversion.

End every job ad with a clear, compelling call to action:
“Apply today and join a team that values your skills.”
Or even better, include direct contact details for a named consultant. It adds a personal touch and increases response rates.

Why It Matters

We understand how crucial it is to find the right temporary staff quickly and efficiently. A great job, of course, needs to fill a vacancy but that means nothing if it doesn’t attract the right people.

If you're not getting the response you hoped for, the problem might not be the role itself. It could be how it’s being advertised!