A guide for employers

Job ads that people actually apply to

In tourism, skilled professionals choose between offers. An ad made of bullet points gives them no reason to apply. The six steps below, the copyable template and the checklist are the basis of the portal’s sample job ads.

Jump to the template

8 secThat is how long a candidate takes to decide whether to read on. The first sentence is half the ad.

2×Ads that state a salary range receive twice as many applications – in tourism, this is the strongest filter.

1 dayIf you describe what a working day looks like, candidates can picture themselves in it. That does more than any adjective.

The structure

The six elements of an effective job ad

In this order. Candidates read from top to bottom and decide at every section whether to continue.

The hook – one sentence that makes them stop

Not the job title, and not “our dynamically growing company”. The sentence your best colleague would say if you asked why they love this job.

How it sounds“When the hotel is asleep, it’s in your hands.” (night auditor) · “A kitchen that will be yours.” (chef)

Introduction – who you are and what is at stake

Two sentences about the company, but not its history: how big it is, what kind of place it is, and why you are hiring now. Candidates want to know where they will end up and what happens there.

How it sounds“After three years, our chef is opening his own restaurant – we are looking for his successor. Not someone who follows recipes, but someone with something to say about Hungarian cuisine.”

A day with us – instead of a task list

Describe what happens from opening to closing. With times and concrete situations. This shows the tasks, the pace and the responsibility – and candidates can already see themselves in the role.

How it sounds“You open at six, the machine warms up, you dial in the day’s espresso. Between seven and ten, there is no stopping. Your afternoons are free – the shift ends at two.”

We are looking for you if… – 4 points, in the second person

Not “requirements”, but one sentence about the candidate. Only what is genuinely required. If you provide training, say so – entry-level candidates will apply too.

How it sounds“exam periods and shifts can be combined with us” · “you have worked at a reception desk before, or you would like to start now: we will train you if you bring the right attitude”

What we offer – in numbers

Gross salary range, accommodation, meals, days off, career progression. Start each point with a bold keyword so it can be read while scrolling. Anything without a number is not a benefit but a promise.

How it sounds“Gross HUF 450,000–550,000 per month base salary, plus tips and a quarterly bonus” · “Closed on Sundays, two days off a week – and we stick to it”

Next steps – a human application process

What to send, when you will reply, how many rounds there will be and where. The more specific, the fewer abandoned applications.

How it sounds“The interview can be at seven in the evening – we know you work nights.” · “The cooking trial is the second round; the chef decides, not HR.”

Common mistakes

What works – and what does not

Gross salary rangeWithout it, half of the candidates will not even read on – in tourism, this is the strongest filter.
Specific accommodation and meals“Twin staff room, three meals a day” – not “benefits”.
Language level“Conversational English” or “fluent German” – not “knowledge of a foreign language”.
Shift pattern and days offMorning/afternoon, four-day week, closed on Sundays – candidates weigh this against their life.
Your company’s voiceA bistro is more relaxed, a hotel more precise. Write the way your colleagues speak.

Avoid

“Dynamic, young team”Every ad says this. Instead, say how many of you there are and who the boss is.
“Competitive pay”A number or nothing. Candidates have already seen “competitive” at your competitors.
A ten-point list of requirementsWhere five are genuine requirements, the other five only scare people off. Four points at most.
Passive voice, third personInstead of “the successful candidate will be responsible for…”: “you will be responsible”. You are talking to the candidate.
Company history since 1994One sentence about the past, two about the present. Candidates are looking for their future, not yours.

Template

Copyable job ad template

Replace the parts in brackets. The bold headings appear as section headings on the job ad page.

[Hook – one sentence that makes the candidate stop.] [Two sentences about the company: how big, what kind of place, why you are hiring now.] A day with us [From opening to closing, with times: what happens, with whom, at what pace. 4–6 sentences.] We are looking for you if… – [requirement 1 – in the second person] – [requirement 2] – [requirement 3] – [if you provide training, say so here: “no experience needed, ... yes”] What we offer – Gross HUF [X–Y] per month [+ tips / bonus / commission] – [Accommodation / meals] [specifically] – [Days off / shift pattern] [specifically] – [Progression / training] [what, when] Next steps [What to send, when you will reply, how many rounds, where. One human sentence to finish.]

Checklist before posting

The first sentence is neither the job title nor the company name There is a salary range, stated gross The “A day with us” section contains at least two times Four requirements at most, all in the second person Accommodation, meals, shifts and days off are stated specifically You have said what to send and when you will reply No “dynamic”, “competitive” or “young” Read aloud, it sounds like a colleague talking

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