3 Things You Should Never Include in Your Job Ad


It isn’t easy finding enthusiastic and qualified candidates for positions in Hawaii. Don’t make your recruitment efforts any more difficult than they have to be with poorly crafted job ads.

A quality job ad can cut down on time and money spent on sifting through bad resumes and speed up the hiring process—crucial in today’s market where good candidates go fast and often have multiple job offers.

Find and eliminate these three things that you should never include in your job ad.

  • Discriminatory or negative language – Job ads that discriminate against individuals based on their gender, race, religion, sexual orientation, national origin, age, or disability are not only in bad taste, but are actually illegal under Equal Employment Opportunity Commission (EEOC) laws.  Though you probably already knew that, what you may not be aware of is the subtle ways in which language can imply discrimination. For instance, gender-specific job titles like “waitress” or “stewardess” might discourage men from applying for the position and instead should be replaced with gender-neutral titles such as “server” or “flight attendant.” It also helps to steer clear of negativity in your job ads. Flooding the ad with too much “do not apply if” language can unknowingly and regrettably filter out potentially great candidates.
  • Misleading promises – As Hawaii’s tough hiring market continues, employers are finding themselves pulling out all the stops to attract qualified workers. However, don’t make promises you have no intention of keeping. You’ll create resentment amongst your workforce, burn through valuable employees, and tarnish your company’s reputation. If bonuses or pay raises are difficult to achieve, its best to leave them out of the ad altogether. Applicants take what your ad says to heart, so don’t deceive them by being incapable of delivering on things you mentioned in your advertisement.
  • Boring and lifeless details – Many employers make the mistake of writing their job ads like they’re writing a job description or employment contract. Jobseekers don’t have time to read lengthy, jargon-heavy job ads and will move on to the next job ad in a heartbeat. Remember that a job advertisement is exactly that – an advertisement. It must successfully “sell” the position and company which means it needs be catchy enough to grab and hold the jobseekers interest, but descriptive and focused to weed out any unqualified candidates.

Being conscientious of what and what not to include in your job ads can help you craft more succinct and purpose-driven advertisements. Job ads are often the first impression jobseekers will have of your company, so you want to make sure that they’re working for you, not against you. Your employees are the lifeblood of your business and well-crafted and publicized job advertisements are crucial to making sure your company gets the qualified candidates it needs.

We know that business needs and time constraints often prevent you from being able focus on this crucial hiring task. If you need help finding great candidates or you just can’t seem to find the right fit, contact ALTRES Staffing today. We have been matching qualified candidates with companies for over 40 years and our team of specialized Personnel Managers have excellent insight to the local hiring market.