Job advertisements play a crucial role in attracting the right talent, and the language and structure used can significantly impact the perception of a company. Stevie Buckley shares insights from years of experience in writing and reviewing job ads, highlighting common pitfalls and offering guidance on how to create more effective listings. One of the most frequent issues is the vague term "competitive salary." This phrase often fails to convey meaningful information and can be perceived as a lack of transparency. Buckley argues that providing a clear salary range is essential, as it respects the time and effort of job applicants. Common excuses for not disclosing salary include concerns about existing team members' reactions or fears of attracting candidates who will only seek the highest end of the range. Buckley counters these excuses by emphasizing the importance of fair pay and the need for honesty in job postings. Another common mistake is the requirement for a specific number of years of experience. Buckley points out that this can deter potentially qualified candidates who may have relevant skills but lack the exact years of experience specified. Instead of focusing on arbitrary experience metrics, he suggests describing what success looks like in the role within the first year, which can attract a broader range of applicants. The length and content of job ads are also critical. Research indicates that candidates take less than 50 seconds to assess job fit, and ads that are concise yet informative tend to attract more applications. Buckley advises against lengthy descriptions that delve into company history, recommending a brief overview with links to more detailed information. Furthermore, Buckley stresses the importance of transparency regarding the interview process. Candidates appreciate knowing what to expect, including the typical duration of the hiring process. Providing context through external links, photos of the workplace, and insights from current employees can enhance the appeal of the job ad. Finally, Buckley encourages companies to seek feedback from their existing team members and applicants about the job ad. This collaborative approach can lead to improvements in how roles are presented and help ensure that the advertisement accurately reflects the work environment and expectations. By addressing these common issues and focusing on clarity, transparency, and relevance, companies can create job advertisements that not only attract the right candidates but also reflect positively on their brand.