The anatomy of a high-performing job advert in Australia: A recruiter’s guide

Australian recruiters often fall into one of two traps:

• Using internal job titles that mean nothing to outsiders (e.g., “Operational Excellence Lead”)

• Overly creative titles that confuse search algorithms and candidates alike (e.g., “Chief Happiness Officer”)

Why it matters:

• Candidates won’t click if they can’t picture the role.

• Without relevant keywords, your ad won’t surface on platforms like SEEK, Indeed, or Google for Jobs.

How AI can help:
AI tools can instantly suggest SEO-optimised job titles based on role type, industry trends, and popular search terms in Australia, helping you strike the perfect balance between clarity and discoverability.

Research shows 91% of job seekers say published salary ranges influence their decision to apply (LinkedIn, 2022). In Australia, this is becoming more than just good practice:

• NSW and QLD already have public sector transparency measures.

• Private sector transparency is under growing pressure, following global trends.

Why it matters for recruiters:

• Publishing salary ranges signals fairness and boosts application rates.

• It helps you pre-qualify candidates and reduces wasted time on mismatched expectations.

How AI can help:
AI can scan market data and provide real-time salary benchmarks while you create your ad, ensuring your offer is competitive and compliant with evolving transparency requirements.

In a competitive candidate market, speed is critical. If a job seeker has a question, every extra click to find your contact details is a risk they’ll drop off.

Solution 1: Instant Messaging

Integrate WhatsApp messaging into your job ads so candidates can:

• Ask quick, clarifying questions

• Get answers without leaving the ad

• Build a personal connection before applying

For agencies, this means higher engagement rates and faster shortlisting of quality candidates.

Solution 2: AI-Powered Screening Chatbots

Screening chatbots take it one step further by asking pre-set qualifying questions before the candidate even hits “apply.”

• Gather basic eligibility details (e.g., work rights in Australia, location, relevant experience)

• Provide instant role summaries and next-step guidance

• Sync directly with your CRM/ATS for faster recruiter follow-up

Why it works:
You reduce unqualified applications, free up recruiter time, and still deliver a quick, modern candidate experience. Combined with instant messaging, it ensures no good candidate slips through the cracks — and the right ones move forward faster.

Language shapes who feels welcome to apply. Masculine-coded terms like “champion” or “rockstar” can deter female candidates, while ageist or ableist language limits broader diversity.

Why it matters in Australia:

With diversity and inclusion now a core expectation from both clients and candidates, biased job ads risk damaging your brand and limiting talent reach.

How AI can help:

Volcanic’s AI-driven job advert bias analyser uses linguistics research to identify exclusionary language and suggest neutral alternatives in seconds — no specialist knowledge required. Agencies using inclusive language in their job ads have seen:

• Up to 70% increase in diversity of applicants 

• Up to 68% increase in female applications (HBR, 2014)

• Up to 28% more total applicants