Your ad is the first time applicants hear about the role you have to offer. A good ad is one that attracts the attention of your preferred worker and gives a short but accurate snapshot of the job. You can offer to provide additional information to interested applicants. For example, you could send a more detailed position description on request or provide a phone number to call for a chat about the role.  

The information to cover includes:

• Title of role: It’s a good idea to use common language, for example disability support worker.  
• Key duties: Describe what you want them to do in a few words that give a good, practical picture of the job. For example, 'support me with personal care in the mornings to get ready to go to work'. Remember that this information is public so only provide details you are prepared to share with all applicants.
• Hours and type of role: State how many hours of work you are offering, whether these are regular or variable/negotiable, and whether the role is casual or permanent, part-time or full-time, etc. For example: 'Casual role, 15 hours per week, negotiable timing.'
• Salary or hourly rate: Ads that state the salary or rate for the role upfront receive more applications than ones that don’t. It is common to state the hourly rate. You may also indicate a pay range of pay depending on the applicant. 
• A bit about you: You may want to let applicants know something about you, your goals and interests. For example, ‘I like spending time outdoors’. Remember ads are public so don’t include personal information you do not want others to see. 
• Location: Indicate where the work will be located so prospective workers know what to expect in terms of travel. You can do this by stating the suburb or area they would work in. It’s not a good idea to provide your personal address in a public ad.
• Essential requirements: Your ad needs to tell applicants if there are any essential requirements to avoid getting applications from people who don’t have them. For example, do they need their own vehicle to drive you around or to have training or experience in delivering a particular kind of support?  Do you expect them to have a police check or working with children check? Make sure you only include requirements that really are essential. If there are other things that would like but are not essential, list these separately so you don’t screen out otherwise good applicants. 
• Capabilities required: Capabilities are the attitudes, skills, and knowledge required to do the job well. Attributes like punctuality, patience, listening or discretion are just as important to include as going shopping or helping with cleaning.  If you used the position description tool, you will find a list of relevant capabilities for the role you described and you can select key ones from there to include in your ad.  If not, go to the NDIS Workforce Capability Framework (the Framework) to see which capabilities you might want to include. You won’t have space to include all the capabilities. Select the ones that are most important to you, for example 'You need to be a clear communicator and work collaboratively with others in my support team.'
• How to apply and contact details: Tell applicants what you expect. For example, ‘please reply by email with a CV no longer than 2 pages and a short letter saying why you are interested in the job and outlining relevant skills, training and experience.’ Let them know if you also want them to attach any other information such as evidence of a Working with children check or current drivers licence and remember to include a closing date for applications.
• Contact for enquiries and further information: Let potential applicants know if they can call you or someone you choose to discuss the job or request further information about the job.  

You can download the Job Advertisement template in the participant resources online to create your advertisement.

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Continue to the next stage of the process:

Shortlist and conduct interviews