Help the right person picture themselves in your team. A clear job brief explains the work, sets useful expectations and gives suitable candidates a reason to take the next step.
Describe the work you need done
Write the main responsibilities in plain language. Separate the regular tasks from occasional duties. Choose a title that reflects the work rather than relying on an internal label candidates may not recognise.
Identify the actual workplace and expected hours. State the employment basis and the relevant pay information you can substantiate. Use the appropriate official guidance when checking employment conditions; this article does not calculate award coverage or legal entitlements.
Separate essential and desirable requirements
Ask which skills, qualifications or licences are necessary for this role and which can be developed. Use job-related requirements. A long wish list can make it harder for a suitable person to recognise the opportunity.
For each essential requirement, decide how a candidate could show relevant evidence. Request only the documents and information needed at that stage. Plan how your team will handle private candidate material and who can access it.
Give applicants a clear route
Set a closing date, name the application destination and specify the requested documents. Include a suitable contact route for questions and access needs. Test the application link before publishing it.
Our employer information explains the available BendigoJobs service scope. An enquiry or an advertising reservation is separate from a published vacancy, an applicant received or a staff member hired. Use the contact page to discuss the actual service currently offered.
Plan the response before the advertisement goes out
Assign someone to acknowledge applications, arrange the review and record decisions. Keep an interview invitation, an offer, acceptance and a job start as separate stages. A vacancy is not filled merely because an advertisement received clicks.
Once the person starts, agree how you will check whether the placement is working. Retain useful operational feedback within the permissions given, without exposing another candidate’s private record.
The articles and guides section includes candidate checklists you can link to alongside the role’s own instructions. Clear preparation and timely responses help both sides understand the next step; they do not create a hiring guarantee.
Sources checked 20 October 2026: Business Victoria hiring guide, Fair Work employment types.