Why Your Job Ads Aren’t Attracting the Right Talent (And How to Fix It)

Have you posted a job opening only to get unqualified applicants – or none at all? You’re not alone. Many SME owners in Malaysia and Singapore wonder why their job ads aren’t hitting the mark. Often, the issue isn’t a lack of talent, but how the ad is written. In a competitive hiring market (whether you advertise on local boards or job portal site like JobJe), a poorly crafted job post can fail to attract the talent you need. Let’s look at the common pitfalls in job advertisements that might be holding you back, and how to fix them so more of the right candidates respond.

1. Vague Job Titles That Don’t Attract Clicks

The job title is the first thing candidates see. If your title is too broad or jargon-filled, it’s likely to be ignored. For example, a title like “Manager” could mean anything – Manager of what? If your title isn’t descriptive (say, “Sales Manager” or “Marketing Manager”), it won’t appear in relevant searches or attract the right people.

How to fix it: Make your job titles clear and specific. Include the role and level, and avoid internal jargon or “clever” titles. Nobody is searching for a “Marketing Ninja” or “Sales Wizard” on a job portal. Stick to common terms like “Digital Marketing Specialist” or “Sales Manager (Retail)” that people actually look for. A clear, keyword-friendly title will improve your chances of reaching candidates who fit the role.

2. Generic or Overloaded Job Descriptions 

Look at your job description text: is it too vague, or does it read like an essay of endless requirements? A too-short description leaves candidates confused about the role, while an overly long list of duties and “must-have” qualifications can overwhelm and scare away otherwise qualified talent.

How to fix it: Write a clear, concise description that covers the essentials of the job. Use short paragraphs or bullet points so key information isn’t buried. Make sure you include:

• Responsibilities: The core tasks and goals of the role (5-7 main points).
• Qualifications: Required skills, experience, or education (and distinguish nice-to-haves from must-haves).
• Location & Hours: Where the job is based (e.g. Johor Bahru or KL) and whether it’s full-time, part-time, on-site or remote work.
• Compensation: If possible, give a salary range or at least mention that the pay is competitive, plus any key benefits.

This structure makes it easy for candidates to quickly understand the opportunity and self-assess if they meet the criteria. Avoid laundry-listing every possible qualification if it’s not truly needed – you don’t want to scare off good people.

3. Focusing Only on Requirements (and Not the Benefits) 

Another common mistake is writing an ad that only lists what you need from the candidate and nothing about what the candidate gets from you. Top applicants have plenty of options in their job search. They want to know why they should join your team. If your posting lacks details about company culture, growth opportunities, or benefits, it can feel cold and impersonal. And skipping any mention of salary or perks can be a big turn-off – many job seekers are frustrated by ads that hide pay information.

How to fix it: Remember that a job ad is also an advertisement for your company. Take a few lines to “sell” the role and your workplace. You might briefly mention what your company does or values. Next, highlight benefits and perks. Do you offer good medical coverage, annual bonuses, flexible hours, or other perks? Put those in a short list so candidates see what’s in it for them. Importantly, consider adding at least a broad salary range or wording like “competitive salary” – transparency builds trust with candidates. (For example, stating a range like RM3,000–RM4,000 tells candidates what to expect.) By showing that you value employees’ well-being and growth, you’ll make your ad much more appealing to the right talent.

4. Not Optimizing for Search (Poor Keywords and Reach) 

Your job ad might be detailed, but if the right people never see it, it’s not going to deliver results. Many candidates find jobs by searching online with specific keywords – by job title, skill, or location. (For example, someone might do a quick job search Malaysia for “graphic designer Kuala Lumpur”.) If your ad doesn’t include those terms, it may not appear in the results. Likewise, on job portals, an ad that omits the city or uses an unconventional title might not show up when candidates filter by location (for example, by using a “job listing near me” search) or by job category.

How to fix it: 

• Clearly mentioning the job role and location (e.g., “Graphic Designer, Johor Bahru”).
• Using terms candidates naturally search, such as “remote work” or “full time or part time”.
• Listing your ads on multiple platforms like JobJe and JobStreet to reach a wider audience.

Additionally, post your ad where your target candidates are likely to see it. Use multiple job sites – for example, post on LinkedIn and JobStreet for wide exposure, and on local niche platforms like JobJe for targeted reach. The more visible your ad, the better the chance the right candidate will find it.

5. Poor Formatting and Presentation 

Job seekers skim listings quickly, so a wall of text with no breaks is an instant turn-off. Likewise, spelling or grammar mistakes can make your company look unprofessional. Your job ad reflects your business – if it’s sloppy or confusing, candidates may assume the work environment is the same and move on.

How to fix it:

• Break information into short paragraphs and bullet points.
• Use clear headings (“Requirements,” “Benefits”).
• Proofread meticulously to ensure a professional presentation.

A helpful tool like Grammarly can assist in cleaning up any mistakes before publishing your ad.

Conclusion: How to Make Your Job Ads Work Smarter

Writing a good job advertisement might take extra effort, but it will pay off when you start attracting quality candidates. By avoiding these pitfalls – unclear titles, vague or overwhelming descriptions, neglecting candidate interests, and weak formatting – you’ll dramatically increase the odds of catching the right applicant’s eye. 

Put yourself in the job seeker’s shoes: would you apply to your own ad? If not, tweak it using the tips above. With a clear, engaging, and candidate-friendly job post, your next vacancy on JobJe (or any platform) is much more likely to reel in the talent your business needs.

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