Your Job Ad Is a Total Misfire (and Here’s Why)

You’re hiring.
You need help.
You post a job ad.
…And crickets.

Or worse, you get fifty applications from people who clearly didn’t read the post.

Here’s the hard truth:
Your job ad isn’t working because it was never designed to attract the right people.

Job Description ≠ Job Ad ≠ Job Post

Let’s set the record straight:

• A Job Description is an internal HR doc. It’s for contracts, clarity, performance management.
  Necessary? Yes. Exciting? No.
• A Job Advert is a sales page. It’s where you pitch the role to the dream applicant. Think headlines, hooks, personality, and clear positioning.
• A Job Post is your social teaser. Short, sharp, scroll-stopping copy that gets people to click.

Confusing these three is why your hiring efforts fall flat.

Stop Listing Tasks. Start Selling the Opportunity.

Too many job ads read like a shopping list of tasks.
But your ideal hire isn’t looking for more tasks. They’re looking for meaning, purpose, and the right fit.

Your job advert is a sales page. It needs to hook them. Here’s how:

Use a clear, searchable title.

No one’s searching for a “Rockstar Ninja Unicorn.” Call the role what it actually is: “Marketing Assistant,” “Operations Manager,” “Client Success Coordinator.”

Open with a hook.

Speak to what they care about. Try:
“You love creating calm out of chaos. You’re the kind of person who colour-codes their calendar for fun…”

Sell the sizzle.

Tell them what’s great about this role.
Is it flexible hours? A fast-growing team? Mission-driven work? Competitive pay? Say it.

Show off your business.

Share your vibe, values, and what it’s actually like to work with you. This is the first impression, make it feel like something they’d want to be part of.

Frame the responsibilities with impact.

Don’t just list “Manage inboxes.” Instead, try:
“You’ll keep client communications running like clockwork and make sure no deadline slips through the cracks.”

Make it about them.

Start sentences with “You…” to help them picture themselves in the role:
“You’ll work closely with the founder to streamline operations.”
“You thrive in a fast-paced environment.”

This isn’t just about attracting talent, it’s about attracting the right talent.

Rethink Your Application Process

If your “apply now” means “send your CV and cover letter,” you’ve already lost them.

Instead:

✅ Ask 2–3 role-specific questions
✅ Make them relevant to the job, not fluff
✅ Tell applicants what happens next (timeline, stages, expectations)This filters out time-wasters and gives you real insight, fast.

Your Social Post? Scroll-Stopping or Scroll-Past?

If you’re posting to Insta, LinkedIn or Facebook groups, get to the point.

Bad: “Looking for a superstar VA who can juggle it all!”
Better: “We’re hiring a remote VA (25 hrs/week). Airtable nerds and deadline lovers encouraged to apply.”

Add 3–4 bullet points, a bit of your brand voice, and a direct link to apply. That’s it.

But First, Structure the Damn Role

Before you even write the ad?

• Map where the role fits long term
• Define success and KPIs
• Document tasks and ownership
• Build onboarding and training touchpoints

Hiring without this is just putting people on top of your chaos.

3 Key Takeaways

1. Structure before shouting.
   A solid job description builds the foundation before you try attracting talent, get clear on what the role actually is.
2. Your job ad is marketing, not admin.
   Write it like you’re selling the opportunity, not listing chores. Speak to real people, with real motivations.
3. Ditch the fluff, keep the strategy.
   Cover letters are outdated. Ask smarter questions, use tools like ChatGPT for support but lead with your own clarity and goals.

Ready to Hire Properly?

If your team is growing and your hiring feels like guesswork, book a clarity call.

At Grow Advantage, we build your hiring strategy from the ground up, with structure, systems, and roles designed to scale before you start shouting “We’re hiring!” into the void.

📞 Book now

🎧 Want more? Catch  Vision to Grow, Episode 11 here.