Most job ads are written for the company publishing them, not for the person who has to decide whether to apply in thirty seconds on their phone. Flipping that logic directly changes the volume and quality of applications you receive.
The structure that works
- ✓A clear title — the role and seniority level, not an internal label or a pun.
- ✓The mission in two or three sentences — what the person will actually do, before the list of responsibilities.
- ✓Five to seven responsibilities maximum — beyond that, the ad becomes a wall of text nobody finishes.
- ✓Must-have separated from nice-to-have — many qualified candidates do not apply if they think they must tick every line.
- ✓A salary range where possible — pay transparency remains one of the most effective filters for attracting the right profiles.
- ✓A simple call to action — how to apply, in how many clicks, without an endless form.
The mistakes that drive good candidates away
A list of twenty required skills, corporate jargon nobody can place from the outside, or an ad designed for desktop when most candidates read it on mobile. Each of these alone already reduces the number of applications; combined, they can halve or third the volume for the same role.
A first draft in seconds
In Fabskill, the AI generates a complete first draft — mission, target profile, skills, keywords useful for job board indexing — from a simple title and a few keywords. The draft still needs adjusting: tone, the must-have / nice-to-have split and the salary range remain a human choice.