Job advert template UK: what to include and what to leave out

A UK job advert should say what the job is, what the person must be able to do, what it pays and how to apply, in plain words that describe the job and not the person you picture doing it. Acas warns that phrases such as "recent graduate" or "highly experienced" can discriminate by age, so write the skills instead.

The template

1. Job title. The title people search for, not an internal one.
2. Location and hours. Site, hybrid or remote; full or part-time; shift pattern.
3. Pay. A salary or range, and any benefits.
4. About the job. Three to five sentences on what the person will do day to day.
5. Essential requirements. The few things someone must have on day one.
6. Desirable requirements. Helpful but trainable.
7. About you as an employer. Two sentences.
8. How to apply and the closing date.
9. What you will need from applicants, such as proof of the right to work, references or a health check.
10. Adjustments. How to ask for an adjustment to the process.

What Acas recommends providing

Acas's guidance on advertising a job says that when you advertise, or when someone asks to apply, you should provide the job description, an application form, the person specification, information about your organisation and an equality monitoring form. It also suggests telling applicants what you will need from them, such as proof of their right to work, and explaining how you will use their personal information.

Wording to avoid

Acas gives examples of wording that can discriminate:

• "Recent graduate" or "highly experienced" can discriminate by age.
• "Barmaid" or "handyman" imply a gender. Use language that defines the job.
• "German sales rep" could discriminate by race; "German-speaking sales rep" describes the skill.
• Clothing rules can disadvantage people whose religion requires a head covering.

Acas also notes that requiring a handwritten application can disadvantage people with dyslexia or arthritis when handwriting is not part of the job.

Where to advertise

Acas suggests advertising in at least two different ways or places, and checking that your channels reach a varied audience. Social media alone may miss people who do not use it. A job board plus a LinkedIn post is a reasonable start for most small employers; our guide to writing a LinkedIn hiring post covers the second.

Turn the advert into a screening rubric

The essential and desirable lists are the criteria you will screen against. Write each one so you could point to evidence of it in a CV. "Has handled customer complaints by phone" can be checked; "great communicator" cannot. Our criteria examples help.

HireSieve takes your advert and builds a weighted rubric from it, then scores each CV against those criteria and quotes the CV line behind every score. A person makes every decision.

After the advert

Plan the right to work check before you offer; see right to work checks for small employers. If the role is for one of several branches, your Google reviews by branch often show which skills customers notice. Sharing the advert on LinkedIn too? Our guide to how often to post on LinkedIn helps you plan around it.

Frequently asked questions

Do I have to include the salary?

It is not a legal requirement, but adverts with pay give applicants what they need to decide and save you screening people who would turn the offer down.

Can I ask for a certain number of years' experience?

Acas warns that terms like "highly experienced" can discriminate by age. Describe the skills or tasks instead.

How many places should I advertise?

Acas suggests at least two.

Next step

Paste your finished advert into HireSieve and screen five CVs free against it.