--- title: "Help Wanted: How to Write a Job Advertisement" description: There's more than meets the eye when it comes to writing great job advertisements. 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- - - [whatsapp://send?text=https://blog.axcethr.com/help-wanted-how-to-write-a-job-advertisement](whatsapp://send?text=https://blog.axcethr.com/help-wanted-how-to-write-a-job-advertisement) - [mailto:?subject=Help%20Wanted:%20How%20to%20Write%20a%20Job%20Advertisement&body=https://blog.axcethr.com/help-wanted-how-to-write-a-job-advertisement](mailto:?subject=Help%20Wanted:%20How%20to%20Write%20a%20Job%20Advertisement&body=https://blog.axcethr.com/help-wanted-how-to-write-a-job-advertisement) ![How To Write a Compliant Job Advertisement](https://blog.axcethr.com/hs-fs/hubfs/How%20To%20Write%20a%20Compliant%20Job%20Advertisement.jpg?width=1200&name=How%20To%20Write%20a%20Compliant%20Job%20Advertisement.jpg) When a small or mid-sized business has a job opening that it cannot fill internally, the next logical step is to create a job advertisement to get the position in front of the public. However, writing a job ad is not always such a simple proposition. The task can be especially challenging when HR professionals are not sure of which things to include. As they soon discover, there is more to posting the ad than describing the daily duties. ## Job Advertisements Must Be Compliant Small business owners are busy people who do not always have time to research the latest federal and state compliance regulations. Unfortunately, lack of time or knowledge is not a defense against [creating unintentionally discriminatory job descriptions](https://www.axcethr.com/services/human-resources/recruitment-and-retention/). Many of our clients have discovered this the hard way by accidentally violating mandates of the Equal Employment Opportunity Commission (EEOC), Americans with Disabilities Act (ADA) or the Fair Labor Standards Act (FLSA) with seemingly harmless job ads. ## What Should a Job Advertisement Include? Assigning an appropriate job title to an opening is essential to attract high-quality applicants with the right skill set to apply. On a base level, a job ad should identify what the applicant will do and at what level within the company. For example, the job title of Sales Manager describes the department applicants would work for and the primary expectation of their position. The goal of including the job title with an ad is to pique the curiosity of job applicants enough for them to keep reading. The job title draws their attention, while the remainder of the ad provides the details they need to decide if they may be qualified enough to apply. We have noticed a recent trend here at Axcet where companies replace standard job titles with ones that they think will draw more attention. Instead of advertising for a Sales Manager, a small or mid-sized business might use the term Sales Warrior or Motivation Chief instead. The problem with this approach is that serious job candidates may feel put off by it. Another thing to consider is that online job boards optimize certain search terms and anything out of the ordinary may receive little attention from job seekers. [![Axcet HR Solutions HR Consultant discuss quiet retaliation in the workplace](https://no-cache.hubspot.com/cta/default/2652187/interactive-217838560512.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLKrySGE491TMTZHuVFwLtqk95ihU%2BoRefB5ZrwPV007fTSCzO83Z8GVH64oEtYkfHglDJz4RxQ5nLdRXfudLjmUPhC7OHnGcDyPBrCaSF0ocvesEa9Yu7pCoiLt%2FcRm9jWIiLEtLsNKVoT3Woq%2FXe61tX2mLmLwWu2Rkspw%2BzZVBIgfoqquxWCYO3QkgQ%3D%3D&webInteractiveContentId=217838560512&portalId=2652187) ## Describe the Purpose and Primary Duties of the Role Every job exists for a reason, and it is the responsibility of the organization offering the job to define that reason. The role objective is similar to a thesis statement in a college paper in that both provide a high-level overview of the detailed information to follow. The role objective should briefly describe why the company is hiring for the position, what the company expects the person who accepts the position to accomplish, and how they should go about accomplishing it. It should be the opening statement that really draws in the potential applicant. The job objective should naturally segue into a description of the specific responsibilities of the role. Since most people skim when they read, using bullet points is an effective way to present the information in an easily digestible manner. Even so, each bullet point should provide an adequate description of the duty and the company’s expectations related to it. The more detail an employer provides, the more likely it is that a person reading the ad will recognize several of the duties from a current or former position. It is important for businesses to use precise industry terminology when creating a job description. Providing descriptions of duties that are too broad will make it more challenging for applicants to recognize their own previous experience and cause them to bypass applying for the open position. [Related: Job Seeker and Employer Ghosting; a Rising Trend >>](https://blog.axcethr.com/job-seeker-and-employer-ghosting-a-rising-trend) ## Outline What the Applicant Needs to Bring to the Position All employers expect employees to bring certain knowledge, skills, and abilities (KSAs) to the job without the company needing to provide training for them. To attract the desired caliber of applicants, employers must be specific about the KSAs they expect new employees to have acquired from previous jobs, education, and life experience. Here is another way of communicating expectations regarding KSAs: - Knowledge refers to fundamental information required for the position the prospective employee must already have. For example, an insurance agent must know the distinct types of policies available to commercial clients. - Skills refer to actions that employees must be able to complete immediately after starting with little training or oversight. A good example here would be an administrative assistant knowing how to operate the Microsoft Office suite before starting the job. - Abilities describe certain behaviors required to perform the job according to employer expectations. The director of a small preschool would be perfectly reasonable to expect new teachers to have patience and the ability to present new information to students in an age-appropriate manner. The job ad should also cover education and experience requirements. Many organizations use a combination of years of formal education and on-the-job experience to determine whether to target entry-level, mid-level, or experienced job applicants. Although employers can be flexible in how they calculate years of education and direct experience, the job description should state the minimum acceptable requirement for each. The most important thing to keep in mind when determining education and experience requirements is to be mindful of just how necessary those requirements are to the position. If employers put unreasonable education and experience requirements that would be hard to prove necessary to the position, this could lead to unintentional discrimination against applicants. [Related: 7 Reasons Up-to-Date Job Descriptions Are a Must >>](https://blog.axcethr.com/seven-reason-up-to-date-job-descriptions-are-a-must) ## Salary Range for the Open Position Businesses do not legally have to list a salary in a job advertisement but providing a range can prevent frustration for both parties. On the other hand, being too specific about salary expectations can lock employers into paying more than they expected to entice the best candidate to accept the position. Here are some tips we recommend based on our years of experience assisting clients with job postings: - Companies should list the salary range directly below the job title when it is highly competitive, or if they want to emphasize it. - Businesses that pay a consistent, pre-determined amount for specific positions can include a salary range anywhere in a job description. - If the applicant’s starting salary is entirely dependent on qualifications, companies can consider listing the minimum salary for that position and note that those with more experience or other qualifications may expect to earn more. [Related: Recruiting - How to Get More Job Applicants >>](https://blog.axcethr.com/recruiting-how-to-get-more-job-applicants) ## Be Sure to Include Instructions About the Application Process Prospective employees need to know how to submit their resume and cover letter, along with any other [applicant instructions expected of them](https://blog.axcethr.com/the-job-application-process-simplicity-may-be-the-key-to-increasing-candidate-quality). Employers should end a job advertisement with this information to ensure that people do not miss it. [![Talent management consulting for small businesses by Axcet HR Solutions](https://no-cache.hubspot.com/cta/default/2652187/interactive-189247610683.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLLktpamoFr%2FqjoVTDx4bGZtvxdxfaxaXB0w5D3zKvypMhSMYXMXk51AbN%2F8F0wLTQyQRN5lYsdYjsua3utLSLZDDcy7OMQJwTETrW%2B2BGUgiZcs1w8Mkx7Jv8y%2FnHkIz0vs3TEt9X%2FubK1W08C8jrgNi7Yt0mrxl%2FhNtxBtzeDp9CfIsN056ZnbxD5tC6zOYUl2J7PcHgF7tUyuxixEtiuhqBfzsNH1lLOh1533NjBqjWsxfQqY%2FWkxd6TJ9GoazABVgGCjnHLnI2sMms2ltUyis2Dky4sf8Kk%3D&webInteractiveContentId=189247610683&portalId=2652187) ## **Turn Job Ads Into Hiring Wins** A well-crafted job advertisement is the first step toward attracting the right candidates—but it’s just the beginning. Axcet HR Solutions’ talent management experts help small and mid-sized businesses write compelling job ads, streamline the hiring process, and implement tools like applicant tracking systems to find and retain top talent more efficiently. [Discover Axcet’s Talent Management Consulting Services](https://www.axcethr.com/services/human-resources/talent-management-consulting/) and start building a smarter hiring strategy today. [![Human Resource Solutions: You have HR questions. We have HR services.](https://no-cache.hubspot.com/cta/default/2652187/87a64bc7-3a37-4adc-8fa2-838ecde39634.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/87a64bc7-3a37-4adc-8fa2-838ecde39634) [![Mariah Collins, SHRM-SCP](https://blog.axcethr.com/hs-fs/hubfs/Mariah_DSC6768-Edit.jpg?width=80&height=80&name=Mariah_DSC6768-Edit.jpg)](https://blog.axcethr.com/author/mariah-collins) Written by #### [Mariah Collins, SHRM-SCP](https://blog.axcethr.com/author/mariah-collins) Mariah Collins, SHRM-SCP, is a Human Resources Consultant at Axcet HR Solutions, specializing in people management, process improvement, and project management. With a strong background in payroll, benefits, and employee relations, she brings over four years of experience in providing HR solutions to small businesses. Mariah holds a Bachelor of Business Administration in Human Resources from Emporia State University and is known for her expertise in helping businesses streamline HR processes while ensuring compliance. Her contributions to the Axcet blog reflect her deep understanding of HR challenges and her commitment to supporting small business owners. Read more [View all posts →](https://blog.axcethr.com/author/mariah-collins) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) - [services recruitment & retention](https://www.axcethr.com/services/human-resources/recruitment-and-retention/) #### [EAP: The Many Benefits of an Employee Assistance Program ![Employee Assistance Program EAP for Small Businesses](https://blog.axcethr.com/hubfs/EAP%20Services%20for%20Small%20Businesses.jpg)](https://blog.axcethr.com/eap-the-many-benefits-of-an-employee-assistance-program) #### [![role of PEO small business HR kansas city](https://blog.axcethr.com/hubfs/Role%20of%20PEO%20small%20business%20HR%20kansas%20city.jpg) What Is the Role of a PEO When It Comes To Your Business' HR?](https://blog.axcethr.com/what-is-the-role-of-a-peo-when-it-comes-to-your-business-hr) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Mariah Collins, SHRM-SCP", "url" : "https://blog.axcethr.com/author/mariah-collins" }, "dateModified" : "2026-08-11T17:09:48.584Z", "datePublished" : "2021-09-02T14:15:00.000Z", "headline" : "Help Wanted: How to Write a Job Advertisement", "image" : [ "https://blog.axcethr.com/hubfs/compliant%20job%20advertisement.jpg" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/help-wanted-how-to-write-a-job-advertisement", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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However, writing a job ad is not always such a simple proposition. The task can be especially challenging when HR professionals are not sure of which things to include. As they soon discover, there is more to posting the ad than describing the daily duties. Job Advertisements Must Be Compliant Small business owners are busy people who do not always have time to research the latest federal and state compliance regulations. Unfortunately, lack of time or knowledge is not a defense against creating unintentionally discriminatory job descriptions. Many of our clients have discovered this the hard way by accidentally violating mandates of the Equal Employment Opportunity Commission (EEOC), Americans with Disabilities Act (ADA) or the Fair Labor Standards Act (FLSA) with seemingly harmless job ads. What Should a Job Advertisement Include? Assigning an appropriate job title to an opening is essential to attract high-quality applicants with the right skill set to apply. On a base level, a job ad should identify what the applicant will do and at what level within the company. For example, the job title of Sales Manager describes the department applicants would work for and the primary expectation of their position. The goal of including the job title with an ad is to pique the curiosity of job applicants enough for them to keep reading. The job title draws their attention, while the remainder of the ad provides the details they need to decide if they may be qualified enough to apply. We have noticed a recent trend here at Axcet where companies replace standard job titles with ones that they think will draw more attention. Instead of advertising for a Sales Manager, a small or mid-sized business might use the term Sales Warrior or Motivation Chief instead. The problem with this approach is that serious job candidates may feel put off by it. Another thing to consider is that online job boards optimize certain search terms and anything out of the ordinary may receive little attention from job seekers. Describe the Purpose and Primary Duties of the Role Every job exists for a reason, and it is the responsibility of the organization offering the job to define that reason. The role objective is similar to a thesis statement in a college paper in that both provide a high-level overview of the detailed information to follow. The role objective should briefly describe why the company is hiring for the position, what the company expects the person who accepts the position to accomplish, and how they should go about accomplishing it. It should be the opening statement that really draws in the potential applicant. The job objective should naturally segue into a description of the specific responsibilities of the role. Since most people skim when they read, using bullet points is an effective way to present the information in an easily digestible manner. Even so, each bullet point should provide an adequate description of the duty and the company’s expectations related to it. The more detail an employer provides, the more likely it is that a person reading the ad will recognize several of the duties from a current or former position. It is important for businesses to use precise industry terminology when creating a job description. Providing descriptions of duties that are too broad will make it more challenging for applicants to recognize their own previous experience and cause them to bypass applying for the open position. Related: Job Seeker and Employer Ghosting; a Rising Trend >> Outline What the Applicant Needs to Bring to the Position All employers expect employees to bring certain knowledge, skills, and abilities (KSAs) to the job without the company needing to provide training for them. To attract the desired caliber of applicants, employers must be specific about the KSAs they expect new employees to have acquired from previous jobs, education, and life experience. Here is another way of communicating expectations regarding KSAs: Knowledge refers to fundamental information required for the position the prospective employee must already have. For example, an insurance agent must know the distinct types of policies available to commercial clients. Skills refer to actions that employees must be able to complete immediately after starting with little training or oversight. A good example here would be an administrative assistant knowing how to operate the Microsoft Office suite before starting the job. Abilities describe certain behaviors required to perform the job according to employer expectations. The director of a small preschool would be perfectly reasonable to expect new teachers to have patience and the ability to present new information to students in an age-appropriate manner. The job ad should also cover education and experience requirements. Many organizations use a combination of years of formal education and on-the-job experience to determine whether to target entry-level, mid-level, or experienced job applicants. Although employers can be flexible in how they calculate years of education and direct experience, the job description should state the minimum acceptable requirement for each. The most important thing to keep in mind when determining education and experience requirements is to be mindful of just how necessary those requirements are to the position. If employers put unreasonable education and experience requirements that would be hard to prove necessary to the position, this could lead to unintentional discrimination against applicants. Related: 7 Reasons Up-to-Date Job Descriptions Are a Must >> Salary Range for the Open Position Businesses do not legally have to list a salary in a job advertisement but providing a range can prevent frustration for both parties. On the other hand, being too specific about salary expectations can lock employers into paying more than they expected to entice the best candidate to accept the position. Here are some tips we recommend based on our years of experience assisting clients with job postings: Companies should list the salary range directly below the job title when it is highly competitive, or if they want to emphasize it. Businesses that pay a consistent, pre-determined amount for specific positions can include a salary range anywhere in a job description. If the applicant’s starting salary is entirely dependent on qualifications, companies can consider listing the minimum salary for that position and note that those with more experience or other qualifications may expect to earn more. Related: Recruiting - How to Get More Job Applicants >> Be Sure to Include Instructions About the Application Process Prospective employees need to know how to submit their resume and cover letter, along with any other applicant instructions expected of them. Employers should end a job advertisement with this information to ensure that people do not miss it. Turn Job Ads Into Hiring Wins A well-crafted job advertisement is the first step toward attracting the right candidates—but it’s just the beginning. Axcet HR Solutions’ talent management experts help small and mid-sized businesses write compelling job ads, streamline the hiring process, and implement tools like applicant tracking systems to find and retain top talent more efficiently. Discover Axcet’s Talent Management Consulting Services and start building a smarter hiring strategy today.", "author" : { "@id" : "https://blog.axcethr.com/author/mariah-collins#author", "@type" : "Person", "name" : "Mariah Collins, SHRM-SCP", "url" : "https://blog.axcethr.com/author/mariah-collins" }, "dateCreated" : "2021-09-02", "dateModified" : "2026-08-11", "datePublished" : "2021-09-02", "description" : "When a small or mid-sized business has a job opening that it cannot fill internally, the next logical step is to create a job advertisement to get the position in front of the public. However, writing a job ad is not always such a simple proposition. 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