Why isn't your job ad working?

Here’s our secret to fix it.

Struggling to fill that vacancy or getting applicants who aren’t the right fit? You’re not alone. In today’s competitive education and early childhood sector, it’s not just about reaching candidates. It’s about reaching the right ones.

At Radical Recruitment, we work with centres and schools across Australia who face the same issue. They post a job, wait, and either get very few responses or end up sifting through dozens of unsuitable CVs. The problem often isn’t the candidate pool. It’s the job ad itself.

Here’s what might be going wrong and how a few simple changes can make all the difference.

The Real Cost of a Poorly Written Job Ad

When a job ad fails to attract quality candidates, the impact is felt far beyond the hiring process. Staff are stretched, pressure builds, and team morale starts to dip. In education and early learning settings, that can directly affect children and families. Parents pick up on turnover. Educators feel overwhelmed. The quality of care and learning takes a hit. There’s also a brand impact. Your job ad is a window into your workplace. If it’s vague, uninspired or full of jargon, it can send the wrong message about your culture. On the flip side, a thoughtful, engaging ad acts like a magnet for the kind of people you actually want in your team.

Common Job Ad Mistakes That Drive Good Candidates Away

One of the biggest mistakes we see is using the same generic job description over and over again. If your ad sounds like every other one out there, it won’t stand out to anyone. Great educators aren’t just looking for a job. They’re looking for a place where they belong, where they’re valued, and where they can make a difference.

Another common issue is focusing only on what you want. Endless bullet points of responsibilities and requirements, with no mention of support, flexibility or development opportunities, tells candidates the workplace might be rigid or unsupportive.

Buzzwords are another culprit. Words like “dynamic,” “motivated,” or “passionate” are so overused that they’ve lost meaning. What candidates want are real, clear insights into what the job involves and what kind of environment they’ll be walking into.

What Makes a Job Ad Actually Work?

Let’s turn the focus to what does work.

  • Start with a great headline. Instead of saying “Educator Needed”, try something like “Join Our Nature-Based ECEC Program in Sydney” or “Inspire Young Learners as Our New Year 1 Classroom Teacher.”
  • Be real about your values. Talk about the things that matter to your team. Maybe it’s small group learning, community involvement, or a strong mentoring culture. Whatever it is, let it shine through.
  • Share the details candidates actually want to know. Be upfront about hours, support, leadership style, team culture and the type of professional development you offer. If you can, include a salary band. Transparency builds trust.
  • Use a warm, human tone. Write as if you’re speaking directly to the person you want to hire. Keep it professional, but personal. The goal is to connect.

Write for the Right Person

Every job ad should be tailored to your ideal candidate. Think about their pain points.

  • Are they feeling unsupported in their current role?
  • Do they want better work-life balance?
  • Are they early in their career and looking for mentorship?

Speak to their goals, not just yours. Say things like “You’ll be supported by a close-knit team who values your voice” or “This is a great role for an educator ready to step into leadership.” This approach makes candidates feel seen and that builds engagement.

Distribution Matters Too

Even a perfectly written job ad won’t work if no one sees it. Post where your candidates actually are. For ECEC roles, that might be niche job boards, educator Facebook groups, or LinkedIn communities. Timing is key too. Plan your ads around school terms or graduation cycles. And encourage your current team to share the ad they often know people who’d be a great fit.

The Power of Working with a Specialist

Many hiring platforms use AI to screen candidates, but this can miss the nuance behind someone’s experience.

Just because a keyword isn’t on their CV doesn’t mean they’re not the right fit.

That’s where Radical Recruitment adds real value. We take the time to have real conversations with candidates, understand their goals, and assess how they’ll align with your team. We don’t just send you applicants we match you with educators who stay, grow and elevate your service.

Final Thoughts

If you’re tired of reposting the same job and getting the same disappointing results, it’s time to start with the ad. Great recruitment doesn’t start with screening. It starts with storytelling.

We help education leaders craft job ads that attract high-quality, aligned candidates and it makes all the difference.

Let’s build a job ad that actually works.