How to Craft a Job Ad That Will Attract Amazing Talent

Top administrative talent is in high demand in the real estate industry, and qualified candidates can afford to be picky about what they’re looking for from their job and employer. If your job ad doesn’t wow them, the best candidates won’t even bother applying.

The quality of applicants you attract is directly linked to the care put into your ad. One that’s quickly thrown together may leave you with a pool of candidates who don’t meet your specifications or whose cover letters read like generic, copy-and-paste letters. (Which means they’re not that into your job.) An ad you’ve put a lot of thought into, on the other hand, is more likely to attract your dream candidate. And isn’t that what this is all about?

The main thing to keep in mind is that a job ad is not merely a job description. A job ad is exactly what it sounds like—an advertisement. You’re essentially selling your business and the job itself to potential candidates, and you do that by distinguishing your team from the competition and painting a picture of your new hire’s important responsibilities. In other words, it needs context, and a lengthy, bullet-pointed list of boring daily tasks won’t cut it. (Besides, job descriptions change over time anyway.)

To write a great job ad, you don’t have to be a wordsmith—although that helps—you just have to be thoughtful and purposeful about what you include.

A breakdown of your job ad’s format should look something like this:

  • An introduction describing your business, the role you’re hiring for, and high-level description of responsibilities
  • A description of your ideal candidate
  • Areas of focus for the role
  • Key software proficiency and other preferred skills
  • A brief summary of salary, hours, location, benefits and perks

Give applicants a sense of what it’s like to be a part of your team. Regardless of whether you choose to name yourself in your ad, give potential candidates a good idea of who you are, what drives your business, and how you operate. These aspects of your culture are more important to highlight than ever—millennials in particular care deeply about company culture and being in a work environment that both challenges them and is mission-driven. Talk about the challenges your team faces and how your new hire will help tackle those challenges. What makes the work interesting or rewarding?

Answer these questions in a paragraph or two. This is your introduction and will get you off to a strong start. Potential applicants who continue reading beyond this point are more likely to be genuinely interested in the position.

Get specific on who would make a great fit. First, you’ll need to do this in your mind and in writing, preferably well before you sit down to craft the ad. You should know your business’s strengths and weaknesses—what kind of qualities or traits in a person would complement those well? What are the must-haves and nice-to-haves? Remember, we’re talking about a person, not a robot, and even the best candidate will have a weak area!


Figure out what you can and can’t live without in a potential new hire, and write it all down. In your posting, you might describe someone who “gets a serious kick out of knocking items off their to-do list and is obsessed with fine-tuning their systems for managing multiple projects that directly impact the growth of their team’s business. If you’re nodding your head vigorously, you might be a great fit!” Get specific, and if they’re reading, the perfect candidate will feel like you’re talking directly to them.

Highlight the core responsibilities and areas of focus. Back to the idea of this is not a job description, cull only the most important day-to-day functions that are directly tied to your business’s success. Your ad should be crystal clear about what a new hire ultimately has to accomplish to be effective at their job. This benefits you, too. After all, your goals are your assistant’s goals, and you’re more likely to reach them if everyone is on the same page at the outset.

Be honest about the workload. Not everyone is cut out for the intensity of some real estate assistant jobs. If working for your team is decidedly not for the faint of heart, say so. Lots of weekend and evening hours or extensive travel will be a turnoff to some candidates, so be up front about those requirements. Many people reading will lose interest and not apply. That’s okay. In fact, it’s better to let candidates self-select out than waste both your time and theirs. The right person will be up for the challenge.

Discuss potential opportunities for growth. Even if you’re looking for a “lifer” real estate assistant and not someone you’re grooming to eventually become a salesperson, someone who’s driven, smart, and good at their job will crave learning opportunities to stay emotionally invested. A challenging job will offer that, and it helps to illustrate how in your ad. Be sure to mention the kind of growth your real estate assistant can look forward to in their role. What does your team do differently? Do you have any specialties? These present chances for even an experienced assistant to expand their knowledge of the industry.

It might also be a worthy investment to dedicate time to training, shadowing, or coaching calls with your business coach. Your eventual new hire will see how invested you are in helping them succeed, and they’ll feel extra motivated to return the favor.

Keep it conversational and inviting. Your job posting is a candidate’s first impression of you, so make it one that represents your best side. Don’t hesitate to have fun with it and add personality that helps you as an employer stand out from others. Write toward your dream candidate and they will find you!

Need help writing your job ad?

Pro R.E.A. Staffing works with you to craft the most compelling posting to attract top talent. Get started with us today.