How to Write a FIFO Job Ad That Gets Applications
A good FIFO job ad should answer the questions tradies care about before they need to ask them.
What is the roster?
Where is the site?
Where are flights from?
What does it pay?
What kind of work is involved?
How long is the project?
What tickets are required?
What is the camp like?
If those details are missing, good candidates may simply keep scrolling.
FIFO workers often compare several opportunities at once, particularly in mining, shutdowns, construction and maintenance. A vague ad makes that comparison difficult and creates uncertainty around the role.
The strongest FIFO job ads are clear, specific and easy to assess quickly.
You do not need clever copy.
You need useful information.
Start With a Job Title People Actually Search For
The title should describe the trade and the role clearly.
Avoid vague titles such as:
"FIFO Opportunity"
"Trades Required"
"Mining Roles Available"
"Immediate Start – Great Rates"
Those titles tell candidates almost nothing.
A better title would be:
FIFO Mechanical Fitter
FIFO Boilermaker – Shutdown
FIFO Electrician – Fixed Plant Maintenance
FIFO Heavy Diesel Mechanic
FIFO Refrigeration Mechanic
FIFO Auto Electrician
The candidate should immediately know whether the vacancy is relevant.
If the roster or project type is a major selling point, you can include it where the title remains readable.
For example:
FIFO Electrician – 8/6 Roster
FIFO Boilermaker – 2/1 Shutdown Roster
FIFO Diesel Mechanic – Permanent 7/7
Do not cram every detail into the title.
Its job is to stop the right candidate and get them reading.
Put the Roster Near the Top
The roster is one of the first things experienced FIFO workers look for.
Do not bury it halfway down the advertisement.
State it clearly near the beginning.
For example:
8 days on, 6 days off.
2 weeks on, 1 week off.
7 days on, 7 days off.
2 weeks on, 2 weeks off.
Also clarify whether the role involves days, nights or a rotating shift pattern.
The difference matters.
A worker comparing an 8/6 days-only role with a 2/1 rotating roster is comparing two very different lifestyles.
Avoid descriptions such as "attractive FIFO roster" unless you explain what the roster actually is.
What looks attractive to one candidate may be unsuitable to another.
Specific information lets candidates decide for themselves.
State the Point of Hire Clearly
One of the most frustrating omissions in FIFO advertisements is the point of hire.
"FIFO from Perth" is clear.
"FIFO opportunity in WA" is not.
Candidates need to know where employer-provided travel begins.
A tradie based in Melbourne may happily consider a Western Australian role if flights are provided from Melbourne.
The same candidate may have no interest if they need to pay their own way to Perth every swing.
That difference can determine whether they apply.
State the point of hire early.
If flights are provided from multiple locations, list them.
If interstate candidates can apply but must relocate or arrange their own travel to the point of hire, explain that.
Do not let candidates discover the travel arrangement after a phone interview.
Show the Pay or a Realistic Range
FIFO workers often have strong earning expectations.
They may be comparing your vacancy against mining contractors, shutdown crews, labour hire companies and permanent site roles.
If you hide the pay, some qualified candidates will assume the rate is weak.
Where possible, include an hourly rate, annual package or realistic range.
If additional payments apply, explain them clearly.
That might include site allowances, shift allowances, overtime or other applicable payments.
Be careful with phrases such as "earn up to $180,000."
If that number depends on substantial overtime, additional swings and perfect attendance, make that clear.
Experienced workers tend to recognise exaggerated earning claims quickly.
A believable pay range attracts better conversations than an inflated headline that disappoints candidates once they enquire.
Explain Exactly What Work They Will Be Doing
"Mining experience required" is not a useful job description.
Mining covers a huge range of work.
Explain the actual environment.
Is it fixed plant maintenance?
Mobile plant?
Shutdown work?
Construction?
Commissioning?
Field service?
Underground maintenance?
Workshop rebuilding?
Processing plant?
Then describe the main tasks.
A mechanical fitter may be working on pumps, conveyors, crushers and gearboxes.
A boilermaker may be repairing chutes, structural steel and processing equipment.
An electrician may be doing breakdown maintenance, installation and fault finding.
This detail helps candidates assess whether their experience is relevant.
It also makes the opportunity more appealing to workers who genuinely enjoy that type of work.
Tell Candidates Whether the Role Is Permanent or Project-Based
FIFO tradies often have very different preferences.
Some enjoy shutdowns and short projects because they can chase stronger rates and take breaks between jobs.
Others want permanent employment and a predictable roster.
Your advertisement should make the arrangement obvious.
If it is a six-week shutdown, say so.
If it is a twelve-month project, explain that.
If it is a permanent maintenance position, make the stability a feature.
Avoid calling a position "ongoing" when the only confirmed work is a short project.
Candidates will remember employers who overstate job security.
If further projects are possible but not guaranteed, you can say that honestly.
For example:
Initial three-month project with potential for ongoing work across future sites.
That is clearer than pretending the role is permanent.
Be Specific About Accommodation and Site Conditions
Camp conditions matter to FIFO workers because they may live there for half the year.
If accommodation is provided, say what that means.
Private rooms?
Ensuite?
Shared facilities?
Camp accommodation?
Meals included?
Gym?
Internet?
Phone coverage?
You do not need to list every facility, but mention genuine strengths.
If the camp is new, well equipped and close to site, that can be a selling point.
If workers spend forty minutes travelling between camp and site each way, do not describe it as "minutes from work."
Candidates with FIFO experience often ask other workers about camps and sites.
Misleading them gains very little.
Accurate expectations help attract people who are actually comfortable with the conditions.
Separate Essential Tickets From Nice-to-Haves
FIFO advertisements can become ridiculous when employers list every ticket they have ever seen.
White Card.
Working at Heights.
Confined Space.
Forklift.
EWP.
Dogging.
Rigging.
First Aid.
Gas test atmospheres.
Four-wheel-drive training.
Site inductions.
Trade qualification.
Several licences.
Some may genuinely be required.
Others may simply be preferred.
Separate them.
If a worker absolutely cannot perform the position without a licence or ticket, list it as essential.
If you can provide training or organise a refresher for the right candidate, say so.
This can significantly increase applications.
A strong mechanical fitter should not necessarily be excluded because one short course expired last month if your business is willing and able to arrange the required training before mobilisation.
Keep essential requirements genuinely essential.
Avoid Requiring More Experience Than the Job Needs
FIFO employers sometimes unintentionally destroy their candidate pool.
The advertisement asks for:
Ten years of mining experience.
Five years on the exact same equipment.
Previous experience on one particular site.
Every relevant ticket.
Immediate availability.
Perfect references.
Candidates who could perform the job may assume they are not qualified enough and never apply.
Decide what experience is genuinely needed.
If someone requires strong fixed-plant maintenance experience, say that.
If mining experience is preferred but industrial heavy maintenance experience could transfer, say that too.
This gives capable workers from manufacturing, infrastructure, construction or heavy industry a reason to consider the role.
You can still screen properly later.
The advertisement should not eliminate suitable candidates unnecessarily.
Make the First Paragraph Do Some Selling
The opening should quickly explain why the role is worth considering.
Avoid generic introductions about your company's values, history and commitment to excellence.
Candidates want the job details.
A stronger opening might explain that you are recruiting experienced mechanical fitters for permanent 8/6 FIFO maintenance roles from Perth on a major processing site, with competitive rates, stable work and accommodation provided.
That one sentence tells the candidate almost everything needed to decide whether reading further is worthwhile.
Company information can come afterwards.
Lead with the opportunity.
The more competitive the market, the less patience candidates have for vague corporate introductions.
Explain Who the Employer Is
Candidates still need confidence in the business.
Explain briefly what your company does.
Are you the site owner?
A mining contractor?
Maintenance provider?
Labour hire company?
Construction contractor?
How established is the operation?
What type of projects do you work on?
You do not need several paragraphs of corporate history.
The goal is simply giving candidates enough context to know who they would be working for.
This is particularly important for smaller contractors and regional employers that may not be widely known.
If the business has long-term contracts or a strong pipeline, mention it where relevant.
Job security can be a significant attraction for workers tired of bouncing between short projects.
Make the Application Process Easy
FIFO recruitment moves quickly.
Do not make candidates complete a forty-minute application before anyone has explained the role properly.
Ask for the information you genuinely need initially.
A CV and basic contact details may be enough to begin.
You can collect tickets, licences, medical information and other mobilisation documents later in the process where appropriate.
Make it easy for candidates to express interest.
Then respond promptly.
If someone applies on Monday and hears nothing until the following week, there is a reasonable chance another employer has already progressed them.
A good job ad gets applications.
A good recruitment process keeps them.
Avoid Empty Phrases
FIFO ads are full of phrases that have lost most of their meaning.
"Great rates."
"Excellent opportunity."
"Fantastic team."
"Industry-leading company."
"Work-life balance."
"Immediate start."
Those phrases are not automatically bad.
They are just weak without evidence.
Instead of "great roster," state the roster.
Instead of "great rates," show the range.
Instead of "excellent accommodation," explain what is provided.
Instead of "career progression," explain what progression could look like.
Specifics are more persuasive than adjectives.
Candidates trust details because they can evaluate them themselves.
Give Candidates a Reason to Choose Your Role
Two FIFO jobs can look almost identical from a distance.
Both need electricians.
Both fly from Perth.
Both pay similar rates.
Both involve a remote mine.
Why should the candidate choose yours?
Look for genuine differentiators.
Maybe the roster is even-time.
Perhaps the camp is close to site.
The role might be permanent rather than labour hire.
Maybe flights are more convenient.
Perhaps the site has newer equipment.
There could be structured progression into a leading hand position.
Maybe overtime is available but not constantly forced.
You do not need ten selling points.
One or two meaningful advantages can be enough.
Use the parts of the job that your existing workers actually value.
Those are usually more convincing than whatever a recruitment template calls a "benefit."
A Simple FIFO Job Ad Structure
A strong FIFO advertisement can follow a straightforward structure.
Start with the trade and role.
Then immediately explain the location, roster, point of hire and pay.
Give a short description of the project or site.
Explain the main work the candidate will perform.
List the essential qualifications and tickets.
Then describe the employment package, accommodation and genuine benefits.
Finish with clear instructions on how to apply.
That structure works because it follows the order in which candidates tend to assess the opportunity.
They first decide whether the basic arrangement suits them.
Then they look at the work.
Then the requirements.
Then the employer.
Do not force candidates to dig through the entire advertisement to find the information that determines whether they are interested.
Example of a Stronger FIFO Job Ad
A weak advertisement might say:
"FIFO Mechanical Fitters required for exciting mining opportunities. Excellent rates and great roster. Successful applicants must have relevant tickets and experience. Immediate start."
That advertisement provides almost nothing useful.
A stronger version could explain that the business is recruiting qualified mechanical fitters for permanent fixed-plant maintenance positions on an iron ore operation in Western Australia.
It could state that the roster is 8 days on and 6 days off, FIFO from Perth, with twelve-hour shifts.
It could describe the work as preventative maintenance and breakdown repairs across conveyors, crushers, pumps and associated processing equipment.
The advertisement could provide a realistic pay range, explain that camp accommodation and meals are supplied and clearly list the trade qualification and essential tickets.
It might then explain that the role is permanent with an established maintenance team and opportunities for experienced tradespeople to progress into leading hand positions.
Nothing about that needs to be overly clever.
It is simply informative.
And informative FIFO job ads are much easier for qualified candidates to say yes to.
Where Tradie Jobs Fits In
Tradie Jobs focuses on Australian trade and blue-collar employment across electrical, plumbing, automotive, carpentry, HVAC and refrigeration, fitting, welding, boilermaking, landscaping, scaffolding, traffic control, labouring, FIFO and mining.
FIFO employers are competing for candidates who may already be receiving several job alerts and recruiter calls.
A clear trade-focused advertisement helps your vacancy stand out because workers can immediately understand the opportunity.
When posting a FIFO job, make the practical information impossible to miss.
Roster.
Location.
Point of hire.
Pay.
Project.
Employment type.
Tickets.
Accommodation.
Start date.
The more questions the advertisement answers, the more confident suitable candidates can be about applying.
Final Thoughts
A FIFO job ad gets applications when it removes uncertainty.
Qualified workers should not need to call just to discover whether the roster is 8/6 or 2/1.
They should not need an interview to find out that flights only leave from Perth.
They should not have to guess whether the job is permanent or finishes in six weeks.
Give them the information early.
Use a clear job title.
Show the roster.
State the point of hire.
Be transparent about pay.
Explain the site and work.
List only genuinely necessary requirements.
Describe accommodation honestly.
Then give candidates a real reason to choose your opportunity over the other FIFO jobs they are considering.
The best FIFO job ads are rarely the most creative.
They are the ones that make a good candidate think:
"Yep. I know exactly what that job is, and I'd apply for it."
Frequently Asked Questions
What should I include in a FIFO job ad?
Include the trade, location, roster, point of hire, pay, project type, employment arrangement, required qualifications and accommodation details.
Should I put the roster in the job title?
It can be useful where the roster is a major selling point, but the title should remain clear and readable.
Where should the roster appear?
Near the top of the advertisement so candidates can immediately assess the role.
Should I include the point of hire?
Yes. Candidates need to understand where employer-provided travel begins.
Should I put salary in a FIFO job ad?
Where possible, yes. Pay transparency can improve candidate interest and reduce unsuitable applications.
Can I advertise total earning potential?
Yes, but it should be realistic. Make clear when higher figures depend on overtime, allowances or additional shifts.
Should I describe the mine or project?
Yes. Candidates usually want to understand what type of site and work they would be joining.
How much detail should I give about the work?
Enough for an experienced tradie to assess whether their background is relevant.
Should I include camp information?
Yes, particularly where accommodation is a genuine strength of the role.
Do I need to list every ticket?
No. Separate genuinely essential requirements from tickets that are preferred or can be arranged later.
Should I require previous FIFO experience?
Only if it is genuinely necessary. Strong workers from relevant industrial backgrounds may transition well into FIFO.
Should I require mining experience?
Not automatically. Consider whether comparable heavy industrial or construction experience would transfer into the position.
How long should a FIFO job ad be?
Long enough to answer important candidate questions without filling it with unnecessary corporate language.
What should go in the first paragraph?
The role, project or work type, location, roster and one or two important selling points.
Should I explain whether the role is permanent?
Yes. Be clear whether it is permanent, casual, fixed-term or project-based.
Should I say how long the project runs?
Yes, particularly for shutdown and project roles.
What makes a FIFO ad stand out?
Specific information and a genuine employment advantage such as a strong roster, stable work, good accommodation or progression.
Should I use phrases like "great rates"?
You can, but they are far more persuasive when supported by an actual pay range.
Should I mention overtime?
Yes if it is a meaningful part of the role, but avoid presenting optional overtime as guaranteed earnings.
Should I mention day and night shifts?
Yes. Candidates should know the shift pattern before applying.
Can a poor job ad reduce applications?
Absolutely. Qualified candidates may ignore a role if important details are missing or difficult to find.
Why do FIFO candidates ask about flights?
Travel arrangements can significantly affect the cost and practicality of accepting the role.
Should interstate candidates be encouraged to apply?
If they are genuinely eligible for the role, yes, but clearly explain how they would reach the point of hire.
Should I list a start date?
Where known, it can help candidates understand whether the opportunity fits their availability.
Should the ad explain medical requirements?
If pre-employment medicals, drug and alcohol testing or other checks are part of mobilisation, candidates should be told during the recruitment process.
Is "immediate start" a good selling point?
It can be for available workers, but only use it when the employer can actually move quickly.
What is the biggest mistake in a FIFO job ad?
Leaving basic information such as roster, pay, location or point of hire unclear.
What is another common mistake?
Listing so many unnecessary requirements that suitable candidates assume they cannot apply.
Should I mention career progression?
Yes where there is a genuine pathway, such as progression into leading hand or supervisory positions.
Should I describe the company?
Briefly. Candidates need enough context to understand who they would work for and the type of operation.
Should I explain why the company is hiring?
It can help, particularly if the vacancy exists because of growth, a new contract or a long-term maintenance requirement.
How quickly should I respond after someone applies?
As quickly as reasonably possible because experienced FIFO candidates may be progressing with several employers at once.
Should applications be mobile-friendly?
Yes. Many tradies browse jobs on their phones, particularly while travelling or between swings.
Is a long application form a bad idea?
It can create unnecessary drop-off early in the process. Collect only what you need to begin screening.
Can I advertise multiple trades in one FIFO ad?
You can, but separate advertisements are often clearer when the requirements, rates or work differ substantially.
Should shutdown jobs have separate ads from permanent roles?
Usually yes because the employment proposition and candidate audience can be quite different.
Do permanent FIFO roles need different messaging?
Permanent roles can emphasise stability, predictable rosters and long-term career opportunities.
What should shutdown ads emphasise?
Project dates, roster, rates, exact work, mobilisation requirements and likely duration are particularly important.
Should accommodation be described as "premium" or "excellent"?
Only if you can explain what makes it so. Specific details are more credible.
How can I improve an existing FIFO ad that gets no applications?
Review the pay, roster, point of hire, requirements and level of detail before simply paying to promote the same advertisement again.
What is the simplest way to improve a FIFO job ad?
Put the information candidates care about most at the top and remove vague language.
What does a great FIFO job ad ultimately do?
It lets a suitable tradie understand the opportunity quickly enough to decide, with confidence, that it is worth applying for.