How to Write Job Ads That Actually Work

Will, EnableUs Community

Alright, welcome back to the EnableUs Community Podcast. I'm Will, and I'm here with Winter. Today, we're diving into something that, honestly, gets overlooked way too often—writing job ads that actually work, especially for NDIS providers.

Winter, EnableUs Community

Yeah, hi everyone! I think people sometimes treat job ads like, I dunno, just a boring checklist. But it's actually your first handshake with someone who could be a brilliant part of your team. It's not just a vacancy notice, right?

Will, EnableUs Community

Exactly. Like, your job ad is the first impression. If you get it wrong, you might miss out on the right people entirely. So, what makes a job ad actually connect with someone?

Winter, EnableUs Community

Well, for starters, you need a clear job title. None of this "superstar" or "rockstar" stuff. If someone’s searching for a support worker role, they’re not typing in “NDIS legend” or whatever. Just be specific—like “Casual Disability Support Worker – Community Access.”

Will, EnableUs Community

Yeah, and then you want an intro that actually says something about who you are as an organisation. Like, what do you stand for? What’s your vibe? That’s what people connect with, not just the tasks.

Winter, EnableUs Community

Totally. I remember, actually, we rewrote one of our team’s job ads a while back. We added a couple of lines about our values—like, how we’re all about person-centred care and supporting people to live with dignity. And, honestly, the quality of applicants just shot up. People would mention in their cover letters that they felt like they already knew us, just from the ad.

Will, EnableUs Community

That’s such a good point. It’s not just about filling a spot, it’s about attracting people who actually want to be there for the right reasons.

Will, EnableUs Community

So, let’s get into the nitty-gritty. What are the absolute must-haves in an NDIS job ad? Like, what do you reckon people need to see straight away?

Winter, EnableUs Community

Location, for sure. If you’re in, say, Brisbane, don’t make people guess. And hours—are you after someone for weekday mornings, or is it all over the place? People need to know if it fits their life.

Will, EnableUs Community

Yeah, and don’t be cagey about pay. I know some orgs are a bit nervous about putting pay in the ad, but honestly, being upfront saves everyone time. I remember we did an ad for a “Casual Disability Support Worker – Community Access” role, and we just put the pay range and the award classification right there. We got way fewer questions, and the people who applied were actually happy with what was on offer. It just made the whole process smoother.

Winter, EnableUs Community

And then you’ve gotta outline what the job actually involves. Like, don’t just say “support participants.” Spell it out—are they helping with daily activities, driving people to appointments, doing documentation? Four to six key tasks is usually enough.

Will, EnableUs Community

Yeah, and then the qualifications. You want to be clear about what’s non-negotiable—like, Certificate III in Individual Support, NDIS Worker Screening, First Aid, that sort of thing. But also, don’t forget the soft skills. Stuff like empathy, adaptability, being a team player. Sometimes that’s what really makes someone a good fit, not just the paperwork.

Winter, EnableUs Community

Exactly. And I think it helps to actually write those out in the ad, like, “We’re looking for someone who’s adaptable and genuinely cares about person-centred care.” It just sets the tone, you know?

Will, EnableUs Community

And don’t forget to tell people why they should work with you. Like, what’s special about your team? Is it the flexibility, the training, the supportive environment? Give them a reason to picture themselves there.

Winter, EnableUs Community

Alright, so let’s talk about making your ad actually stand out. Because, let’s be real, there are a lot of job ads out there. What makes someone stop scrolling and actually read yours?

Will, EnableUs Community

Honestly, bullet points. I know it sounds basic, but if you make your ad easy to skim, people are way more likely to stick around. And, uh, ditch the jargon. If you’re using a bunch of acronyms or technical terms, you’re just gonna lose people.

Winter, EnableUs Community

Yeah, and inclusive language. Like, don’t say “he” or “she”—just use “they.” Make it feel like anyone could belong. And keep it warm, not robotic. I had a candidate once tell me they applied because our ad just had this positive vibe. They literally said, “I could tell you cared about your staff just from the way you wrote it.” That stuck with me.

Will, EnableUs Community

That’s awesome. And I think, too, if you can highlight what’s unique about your org—like, maybe you offer flexible hours, or you’ve got a really supportive team, or there’s heaps of room for growth—put that front and centre. That’s what people remember.

Winter, EnableUs Community

And end with a clear, friendly call to action. Like, “We’d love to meet you—send us your CV!” Not just “apply now.” Make it feel like an invitation, not a demand.

Will, EnableUs Community

Yeah, keep it human. Alright, I reckon that’s a good place to wrap up for today. If you’re listening and you wanna know more about recruitment in the NDIS space, stick around—we’ve got heaps more coming up in future episodes.

Winter, EnableUs Community

Thanks for joining us, everyone. Will, always good to chat. See you next time!

Will, EnableUs Community

Thanks Winter, and thanks to everyone tuning in. Catch you on the next episode. Bye!