Every hiring manager and business owner in the UK knows the feeling: the post-job ad flood. You’ve just hit 'publish' on a brand-new role, full of hope, only to be met with dozens, if not hundreds, of applications. While volume might seem like a good thing, the reality is often a time-consuming chore of sifting through CVs from candidates who lack the essential skills, have no relevant experience, or are clearly just not the right fit. The hours you spend weeding out the wrong people are hours you could be dedicating to your business.
What if your job ad could do the heavy lifting for you?
This is where a change in mindset is required. Your job ad is not just a passive advertisement; it’s an active, powerful filtering tool. It's the first and most crucial step in a recruitment process designed to save you time and ensure that only the most qualified and genuinely interested candidates make it to the interview stage. By being specific, honest, and strategic from the outset, you can drastically reduce the number of unsuitable applications and attract the perfect person for your team.
This guide will walk you through how to write a free job ad on MyJobsi.co.uk that filters out the noise and helps you find your next great hire.
The most common mistake businesses make is writing a generic job ad. The thinking goes, “If we cast a wide net, we’ll catch more fish.” While this might lead to a high number of applications, it’s a strategy that inevitably leads to more work for you. A generic ad with vague requirements attracts everyone from the overqualified to the completely unsuitable, creating a huge administrative burden.
Instead, think of your job ad as a funnel. The wider top of the funnel is the initial reach, but the bottom of the funnel is where you want to collect only the most promising candidates. Your job ad’s purpose is to strategically narrow that funnel. By writing an ad that clearly communicates the non-negotiable requirements, the specific challenges of the role, and the unique culture of your business, you give unsuitable candidates the information they need to deselect themselves. This saves them time, and more importantly, it saves you time. Your goal is not to get more applications; it’s to get a higher percentage of quality applications.
Every section of your job ad is an opportunity to filter. Here’s how to craft each one with purpose.
Your job title is the first thing a candidate sees and the first opportunity to filter. Avoid trendy, vague titles like “Marketing Guru” or “Sales Rockstar.” While they might sound fun, they’re not searchable and they fail to communicate the seniority or function of the role.
Instead, be specific:
Vague: Project Manager
Specific: Project Manager – Digital Transformation (12-month contract)
The filter: A specific title immediately attracts candidates with the right experience and deters those who are looking for a different type of role. If you need a mid-level project manager with experience in a particular industry, your title should reflect that. This precision is the first step in pre-qualifying your applicants.
The introduction should be a short, powerful hook that grabs the right candidate’s attention. Instead of a bland statement like “We are a leading company looking for a Project Manager,” tell a story. What is your company’s mission? What is the challenge this role is meant to solve?
Example: “We’re on a mission to revolutionize the UK’s e-commerce landscape with our innovative new platform. We need a Project Manager to join us on this exciting journey, taking ownership of key projects and helping us scale our operations. If you’re passionate about technology and thrive on a challenge, this is the role for you.”
The filter: This opening paragraph acts as an immediate filter for passion and interest. A candidate who is genuinely excited by your mission will continue reading. Those who are just looking for “a job” will likely move on.
A list of duties is good; a list of outcomes is better. Instead of a generic bullet-point list, explain what a successful person in this role will accomplish. This helps candidates visualize themselves in the role and self-assess whether they have the skills to achieve those outcomes.
Instead of this:
Manage social media accounts
Handle customer inquiries
Coordinate team meetings
Try this:
Drive a 20% increase in social media engagement across all platforms by Q3.
Resolve customer inquiries within a 24-hour window, maintaining a 95% satisfaction rating.
Lead weekly project meetings, ensuring all team members are aligned with project milestones.
The filter: By defining success with metrics and specific outcomes, you immediately filter out candidates who are uncomfortable with accountability or who don’t have the experience to deliver on those specific goals.
This is the most direct and crucial filtering section. Clearly separate your "essential" from your "desirable"requirements. Be firm on the non-negotiables.
Essential Requirements:
Minimum of 3 years of experience in a similar role.
Proven experience with [specific software, e.g., Salesforce, Adobe Creative Suite].
Valid UK driving license.
Excellent written and verbal communication skills.
Desirable Skills:
A relevant degree or professional certification.
Experience in the [specific industry].
The filter: Using clear, non-negotiable requirements encourages under-qualified candidates to self-select out of the process. If a candidate reads "minimum of 3 years of experience" and only has one, they’re more likely to save themselves the effort of applying.
Culture is one of the most powerful filters. Be honest and specific about your company's values, work environment, and team dynamic. If you have a fast-paced, high-pressure environment, say so. If you value collaboration and work-life balance, highlight that.
Example: "We are a close-knit team that thrives on a fast-paced environment and celebrates our wins. We believe in taking initiative and getting things done. If you prefer a quiet, independent work style, this may not be the right fit for you."
The filter: This section is an emotional and cultural filter. Candidates who value a different work style or company culture will recognize the mismatch and not apply. This is key to finding a long-term fit, not just a short-term employee.
Once you have the core components of your ad, you can add a few extra layers of filtering to refine your applicant pool even further.
The application process itself can be a filter. Instead of a simple "apply here," ask for a specific, yet simple, action.
Example: "To apply, please send your CV and a brief cover letter to [email address]. In your cover letter, tell us about a time you solved a difficult problem at work."
The filter: This small extra step is a major filter. It immediately weeds out the mass-applicants who use generic templates and haven’t bothered to read the job ad. It shows you who is genuinely interested and willing to put in a little extra effort.
This is a powerful and increasingly popular filtering tool in the UK. Many UK job seekers and organizations advocate for salary transparency. By including a clear salary range, you immediately filter out candidates whose expectations are not in line with your budget.
Example: "Salary: £35,000 - £45,000 per year, depending on experience."
The filter: This simple inclusion saves both you and the candidate a huge amount of time. It prevents the awkward situation of discovering a massive salary mismatch only after a series of interviews.
Before your ad goes live on MyJobsi.co.uk, read it one last time, but this time, read it from the perspective of a job seeker.
Is it clear and easy to understand?
Are the non-negotiable requirements clearly defined?
Does the application process seem straightforward but specific?
Does it sound like an exciting opportunity that would attract the best person for the job?
By investing a little extra time and strategic thought into writing your free job ad, you will save yourself countless hours of wasted effort and significantly increase your chances of finding the perfect candidate. The right ad not only attracts talent but also acts as a silent partner, pre-qualifying candidates so you can focus on what you do best: growing your business.
Get started today and post your job for free on MyJobsi.co.uk!
