If Your Job Ad is Boring, Your Best Candidates Won’t Even Click
You’ve got a finance role to fill.
- You write a job ad.
- You post it online.
- You wait.
And then… nothing.
- The best finance professionals aren’t applying.
- The ones who do aren’t quite what you’re looking for.
- Meanwhile, your competitors are snapping up great candidates.
The problem isn’t a lack of talent—it’s your job ad.
Here’s why your job ads aren’t attracting top finance professionals—and how to fix them.
1. Your Job Title is Killing Interest Before They Even Click
Your job ad title is the first thing candidates see—if it’s vague or dull, they’ll scroll straight past.
👎 Common mistakes:
- Using generic titles like “Finance Professional” (what does that even mean?).
- Overcomplicating it—“Finance Optimisation Specialist IV” isn’t impressing anyone.
- Not including key selling points in the title (e.g. salary, hybrid working).
🚀 What works better:
- Make it clear, direct, and searchable—think “Commercial Finance Manager | £85K | Hybrid.”
- Highlight the most attractive part of the role—salary, progression, industry.
- Match industry-standard job titles so candidates actually find it in searches.
📢 Rule of thumb: If they don’t instantly know what the role is, they won’t click.
2. You’re Leading with What You Want, Not Why They Should Care
Finance professionals aren’t desperate—they have options.
If your job ad starts with a long list of requirements, they’ll lose interest before they get to the good stuff.
👎 What most job ads do:
- Start with “We’re looking for…” instead of “Here’s why you should apply.”
- Make it all about company needs, not candidate benefits.
- Forget to answer “What’s in it for me?” in the first few lines.
🚀 What actually attracts talent:
- Start with what makes the role exciting—career growth, salary, impact.
- Speak directly to candidates—use “you” instead of just “we.”
- Make it clear why this is a better opportunity than their current job.
🔧 How to fix it:
- Open with a punchy hook: “Want to drive real business impact, not just crunch numbers? Read on.”
- Get straight to the selling points—hybrid working, progression, company culture.
- Make them feel like this is the job they’ve been waiting for.
📢 Rule of thumb: If your first few sentences don’t excite them, they won’t read the rest.
3. Your Requirements List is Unrealistic (And Scaring Off Great Candidates)
If your job ad reads like a wish list, you’ll lose great talent who don’t tick every box.
👎 Common mistakes:
- Requiring 10+ years of experience for mid-level roles.
- Listing every finance software under the sun.
- Adding unnecessary qualifications that aren’t dealbreakers.
🚀 What works better:
- Focus on must-haves, not a dream scenario.
- Be realistic—does the role really need Big 4 experience?
- Encourage high-potential candidates to apply even if they don’t meet every single requirement.
🔧 How to fix it:
- List essential skills, but add: “We don’t expect you to tick every box—if you’re excited about this role, we’d love to hear from you.”
- Separate “must-haves” from “nice-to-haves.”
- Prioritise commercial acumen over rigid qualifications.
📢 Rule of thumb: The best candidates won’t apply if they think they don’t meet 100% of the criteria.
4. Your Job Ad Sounds Like Every Other One Out There
If your ad reads like it was copied from a corporate handbook, it won’t stand out.
Finance professionals see the same phrases over and over—“fast-paced environment,” “dynamic team,” “exciting opportunity.”
👎 The problem with generic job ads:
- They don’t differentiate your company from competitors.
- They make every finance job sound the same.
- They fail to showcase company culture.
🚀 How to stand out:
- Inject personality—showcase what makes your company unique.
- Use a tone that reflects your culture—whether that’s fun, direct, or no-nonsense.
- Give real insights into what it’s like to work there—not just corporate buzzwords.
🔧 How to fix it:
- Instead of “We are a market-leading finance team,” try “We’re a high-growth, forward-thinking finance team making big moves.”
- Cut the clichés—if every company is “fast-paced,” what makes yours different?
- Make the job feel real—talk about challenges as well as perks.
📢 Rule of thumb: If your job ad sounds like it came from a template, it’s not exciting enough.
5. You’re Hiding the Salary (And Candidates Don’t Have Time for That)
Top finance professionals aren’t going to waste time applying for jobs with vague salary descriptions.
👎 Common mistakes:
- Using “competitive salary” without giving a number.
- Listing an unrealistic range (£40K-£90K—what does that even mean?).
- Waiting until the final interview to discuss pay.
🚀 What works better:
- Be upfront about salary ranges—transparency builds trust.
- Include total compensation—bonuses, benefits, equity.
- Use We Do Benchmark (shameless plug) to make sure your salary is competitive.
🔧 How to fix it:
- Clearly state: “Salary: £85K-£95K + bonus + hybrid working.”
- Highlight perks that add value—private healthcare, extra holidays, training budgets.
- Set clear expectations so candidates know what to expect.
📢 Rule of thumb: If you don’t list a salary, your best candidates won’t waste time applying.
6. Your Application Process is Too Complicated
If it takes more than 5 minutes to apply, candidates will give up.
👎 What’s turning candidates away?
- Making them re-enter their CV details manually.
- Long-winded application forms with unnecessary questions.
- No response after applying (candidates hate feeling ghosted).
🚀 What works better:
- Make applications quick and easy—CV upload, LinkedIn apply, or a short form.
- Keep communication clear—send a quick “We’ve received your application” email.
- Move fast—top finance professionals won’t wait around for weeks.
📢 Rule of thumb: If your application process is frustrating, great candidates will drop out.
Final Thought: A Great Job Ad Makes Hiring Easier
If your job ad is well-written, you’ll attract better candidates—without sifting through hundreds of poor applications.
Smart businesses are:
- Writing job ads that focus on what candidates want, not just what companies need.
- Being transparent about salary, benefits, and expectations.
- Speeding up the hiring process so top candidates don’t drop off.
Want to make sure your finance job ads actually attract top talent?
We Do Benchmark helps ensure your salaries are competitive—so candidates actually apply.
We Do Group finds and secures top-tier finance professionals—before your competitors do.
