Job advert wording form
A job advert is used to post jobs and helps standardise them across a business. A good template should list things that attract great candidates, rather than just listing requirements and qualifications.
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What is a Job advert wording form?
A job advert is a written announcement to advertise a job vacancy and attract potential candidates to apply for the position. The job advert typically contains information about the position, such as job title, job description, requirements and qualifications, salary and benefits, and application instructions.
Job adverts are usually posted on job boards, company websites, social media platforms, or in print publications such as newspapers or magazines. They may also be distributed through recruitment agencies or targeted to specific candidate pools.
A well-written job advert should be clear and concise, highlighting the most important information about the job and the qualifications required for the position. It should also be designed to appeal to potential candidates by presenting the job in an attractive and engaging manner. A good job advert should aim to attract a diverse pool of candidates and encourage them to apply for the position.
Job adverts are an important part of the recruitment process and can have a significant impact on the quality and quantity of candidates who apply for a job. Employers should take care to craft job adverts that accurately reflect the position and its requirements, while also appealing to potential candidates and encouraging them to apply.
Great Britain & NI (United Kingdom), Worldwide
What legislation and best practice guidelines have been taken into account in the development of this template?
There are several employment law considerations that an employer should make when designing a job advert in the UK, including:
- Equality Act: The employer should ensure that the job advert does not discriminate against any potential applicants based on any protected characteristics, such as age, disability, gender, race, religion, or sexual orientation. The advert should be designed to be accessible and easy to understand for all potential applicants.
- Job Requirements: The job advert should clearly state the qualifications, skills, and experience required for the role, and should not contain any unnecessary or discriminatory requirements that are not essential for the job.
- Unlawful Language: The employer should avoid using language that could be perceived as discriminatory or exclusionary, such as gender-specific pronouns or terminology that could be considered offensive or insensitive.
- Salary and Benefits: The job advert should clearly state the salary range and any additional benefits or perks that are offered with the role. The employer should ensure that the salary offered is in line with the requirements of the role and the industry standards.
- Nationality and Immigration: The job advert should include a statement confirming that the applicant must have the right to work in the UK. The employer should also state whether sponsorship or visa assistance is available for eligible applicants.
- Data Protection: The employer must comply with data protection laws, including the General Data Protection Regulation (GDPR), when collecting, storing, and processing personal data about potential applicants. The employer should obtain the applicant's consent to collect and process their personal data and ensure that it is only used for legitimate business purposes.
Additionally, specifying a certain number of years of experience may be challenged as indirectly discriminatory if it disproportionately affects certain groups who may have been unable to gain such experience due to barriers such as lack of opportunities or discrimination in the workplace. In this case, employers may need to justify the requirement by showing that it is a genuine occupational requirement for the role.
When setting requirements for job applicants, it is also important to ensure that they are clearly outlined in the job description and are applied consistently throughout the recruitment process. This can help to avoid potential claims of discrimination or unfair treatment.
Other territories
Consult your jurisdiction's employment legislation or labor laws to ensure compliance with the template. Review the language for local precision.
In which communication or process sequence does this template belong?
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