Writing a help wanted ad can feel daunting. It should be concise, descriptive, and free of discriminatory language. Use the tips below about what to avoid so your ad attracts qualified, diverse applicants.
Protected Status
Title VII and related laws prohibit employment discrimination based on characteristics such as gender, national origin, race, age, and religion; some jurisdictions also protect sexual orientation. Avoid wording that indicates a preference for or against applicants based on protected status. If you need certainty, have an attorney review ads for legal compliance.
Gender-Specific Language
Unless a job truly requires a specific gender for legal or bona fide reasons, avoid gendered terms like waitress or mailman. Use gender-neutral alternatives such as server or mailperson to keep your ad inclusive.
Vague Job Description
A vague ad may attract many unqualified applicants. List the core duties, narrow them to the top responsibilities, and write one clear paragraph explaining what the hire will actually do.
Missing Requirements
If the position requires physical tasks, certifications, or special licenses—such as heavy lifting, a real estate license, or advanced training—include those requirements so applicants self-select appropriately.
If the role involves operating heavy equipment, consider how that exposure affects business needs and related coverage such as Loaders (Equipment Insurance).
No Hours
Specify whether the job is full-time or part-time and note any required nights or weekends. This helps applicants determine fit before they apply.
Personality Preferences
Listing personality traits like "outgoing" can lead applicants to perform rather than reveal true fit. Focus the ad on the job duties and use interviews to assess personality and cultural fit.
Inaccurate Contact Information
Even a well-written ad won't get applicants if contact details are wrong. Tell candidates whether to apply by mail, in person, fax, or email, and double-check that the information is correct.
Different businesses face different operational risks—if you operate a public entertainment venue, for example, review industry-specific considerations such as Arcades insurance when planning hiring and safety policies.
Spelling or Grammar Errors
Proofread your ad to show professionalism. Simple spelling and grammar checks reduce misunderstandings and reflect well on your organization.
Final tips
Keep the ad focused on duties, requirements, hours, and accurate contact details. Use neutral language and reserve personality assessments for the interview stage. If you want help evaluating coverages or risks related to hiring and operations, consider contacting an insurance professional—try to talk to an agent.
Frequently Asked Questions
Can I list preferred experience without excluding candidates?
Yes—state required experience separately from preferred qualifications and avoid language that implies exclusion.
Should I include salary in the ad?
Including salary or salary range can improve application quality and transparency, but practices vary by employer and jurisdiction.
How specific should I be about physical requirements?
Be explicit about essential physical tasks (lifting limits, standing duration) so applicants with limitations can self-assess before applying.
When is it appropriate to require a background check?
Background checks are common for roles with safety or financial responsibilities; disclose that a check is part of the hiring process and comply with applicable laws.