Salary and contractual details

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• Salary info: give as a fixed figure, a range or a guide figure (‘around’, ‘up to’, or ‘from’ a figure). The absence of salary info is a dealbreaker for lots of potential applicants, so be upfront with this info to encourage more applications, from a more diverse range of people.

• Location: say where the job is based and whether fully onsite or hybrid; or if it’s fully remote.

• Working pattern: part-time or full-time, and how many hours a week.

• Contract type: permanent / fixed-term with the length of the contract.

 

Your organisation

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• Values and culture: this is your chance to highlight what makes your organisation a great place to work. And you can show rather than just tell here: putting salary info on the job ad conveys an open and inclusive workplace culture and embeds trust and transparency from the very start of the recruitment process.

• Equity, diversity and inclusion: signal your commitment to promoting equity, diversity and inclusion across your organisation. It’s well established that showing the salary on job ads helps to level the playing field on pay gaps – so putting this info on your job ad provides hard evidence of your commitment to fairness.

• Employee benefits: list the benefits and perks – but be aware that a long list of perks doesn’t make up for advertising a ‘competitive’ salary rather than giving clear info on pay.

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The role and what you're looking for

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• Role description: for a job ad, stick to a summary of the main purpose and responsibilities of the role – but it’s great to provide a more detailed job description in a separate document.

• Person specification: focus on essential skills and experience – or make clear what’s essential and what’s just ‘nice to have’. Only say that a degree is required if it’s essential to the role. Saying that you welcome applications from people who have most of the things you’re looking for (rather than needing to have every single thing) can help to attract a more diverse pool of candidates.

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Deadline and next steps

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• Application deadline: A closing date helps candidates to plan their application and fit it around other commitments. For an inclusive process, don’t close applications early.

• Selection process: Outline the number of steps involved in the selection process, along with interview dates if you have them. For a more inclusive and accessible interview process, consider providing interview questions in advance and highlighting this on the job ad.

• Contact email: Let people know how to get in touch if they have any questions or if they’d like to ask for adjustments in the recruitment process.

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Would you like to give us feedback on this guide? Get in touch to let us know!

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