Right now, many industries are battling strong demand for skilled talent. In simple terms: it’s a candidate market and good people have choices.

So, how do you make sure your business stands out and attracts the right talent?
Here are practical, proven strategies to help you bring in great candidates.

1. Refresh Your Job Ad

If you’ve been running the same job ad and not getting suitable applicants, it’s probably time for a refresh.

Recruitment markets shift. Candidate expectations change. What worked a year ago may not work in today’s candidate market. It’s important to stay up to date with candidate behaviour.

SEEK is the most commonly used platform for employers and job seekers in Australia. That means strong competition for quality candidates.

On SEEK, you can change most of the ad within the 30-day period. If one position title isn’t getting traction, change it after a few days to test another variation. Even small updates, like improving the job title to make it more searchable, can increase visibility and applications.

Effective recruitment starts with a clear, relevant and well-written job ad that speaks directly to the right candidates.

2. Use Visuals to Stand Out

Even SEEK’s Basic Branded option now allows you to include a logo and banner image.

In a competitive recruitment market, visuals matter. A strong image can increase engagement and help candidates picture themselves in your workplace.

Choose an image that reflects your actual workplace and the type of person you want to hire. If you’re looking for a team player, show a collaborative team setting. Give candidates a realistic preview of what working in your business looks like.

It’s similar to styling a home for sale. You’re helping candidates imagine themselves there.

3. Use Clear, Search-Friendly Job Titles

Creative internal titles are great for culture, but job seekers search using practical terms.

For example, “Experience Expert” may sound impressive internally, but most candidates will search for “Customer Service Officer” or “Customer Service Representative.”

Using search-friendly job titles improves your visibility on recruitment platforms and helps attract qualified applicants.

There’s a time for creativity. Recruitment platforms are not it.

4. Include the Salary

Salary transparency is one of the simplest and most effective recruitment advertising strategies.

SEEK research shows that almost 80% of candidates will not click on a job ad if the salary isn’t displayed.

Including remuneration in the ad:
• Increases application rates
• Helps filter unsuitable applicants
• Sets clear expectations

If you want quality candidates, be transparent.

5. Promote Your Workplace Culture and Benefits

Aside from the role itself, what makes your business a great place to work?

Candidates want specifics. A vague statement like “flexible work options” isn’t enough.

Instead, say:
“Work from home two days per week and choose your start time between 8am and 6pm.”

Strong employer branding helps you stand out. In today’s market, detailed information builds trust and attracts better-matched applicants.

6. Tailor Your Ad to the Role

Different roles require different advertising strategies when recruiting.

For blue-collar or trade roles:
• Keep it clear and practical
• List required tickets or licences
• Consider simplifying the application process

Many tradies find uploading a resume a barrier. Consider allowing phone applications.

For specialist or professional roles:
• Clearly outline qualifications and experience
• Set expectations around responsibilities
• Be clear about reporting lines and structure

A tailored hiring process improves both candidate experience and recruitment efficiency.

7. Move Quickly in a Competitive Market

Speed matters.

If applications are coming in, review them promptly. Schedule interviews quickly and communicate clearly.

Strong candidates are often applying for multiple roles. A slow process can mean losing your ideal hire to another employer.

Efficient recruitment often makes the difference between securing the right hire and missing out.

8. Use the Short Description and Bullet Points Strategically

The short description and bullet points are selling tools.

They determine whether a candidate clicks through to read more.

Use them to:
• Be specific
• Highlight key benefits
• Paint a clear picture of the role

Clarity wins over fluff every time.

9. Keep It Brief

Over 75% of candidates now search SEEK on their mobile phone.

If your ad is too long, they won’t scroll. They’ll move on.

Keep your ads punchy and easy to scan. Avoid more than five bullet points under any heading.

Recruitment Support for Your Business

While the labour market will continue to evolve, the fundamentals of effective recruitment remain the same: clarity, transparency and responsiveness.

At HR Staff n’ Stuff, we support businesses with recruitment strategies, job ads and hiring processes that attract and secure the right people from the start.

If you need support with your recruitment strategy or attracting quality candidates, get in touch. We’re here to help you find the right fit for your team.

✅ FAQs

What are the best advertising strategies when recruiting?
Clear job titles, salary transparency, strong visuals, tailored messaging and fast response times are key strategies in a candidate market. Read more...

Should I include salary in a job ad?
Yes. Research shows most candidates will not apply for roles without salary information. Transparency increases applications and improves candidate quality.

How do I attract quality candidates in a competitive market?
sus on clear job ads, strong employer branding, realistic role expectations and a fast recruitment process.