What to Include in a Tradie Job Advertisement

A tradie job advertisement should answer the questions a candidate is most likely to have before they decide whether to apply.

What is the job? Where is it? What does it pay? What kind of work is involved? What experience do I need? What are the hours? Is there a vehicle? Is there overtime? What happens if I apply?

If your advertisement answers those questions clearly, you're already doing a better job than plenty of employers.

A good trade job ad doesn't need to be flashy. It needs to be useful. Skilled tradespeople are often busy, may already be employed and may only spend a short amount of time deciding whether a vacancy is worth their attention.

That means clarity matters.

A Clear Job Title

The first thing to get right is the job title.

Use the actual trade and, where useful, the specialisation. Avoid vague titles that don't tell candidates what the role really is.

For example, "Electrician" is better than "Trade Superstar", while "Commercial Electrician" is better again if the work is specifically commercial.

Other strong examples include:

• Heavy Vehicle Diesel Mechanic
• Maintenance Fitter
• Qualified Carpenter
• HVAC and Refrigeration Technician
• Boilermaker
• Service Plumber
• Industrial Electrician

The job title should match the kind of words candidates are likely to search for.

The Location

Trade candidates care heavily about location because many roles are site-based and can't be done remotely.

Be specific.

Instead of saying "Melbourne", consider saying "Dandenong-based with work across Melbourne's south-east."

Instead of saying "Brisbane", say where the workshop, depot or main job sites are.

For regional roles, explain the town or area. For FIFO work, include the point of hire.

A clearer location helps candidates work out whether the commute or travel is realistic before they apply.

The Pay

If you're comfortable advertising it, include the salary or hourly rate.

This is one of the most useful pieces of information you can give a candidate.

For example:

"$50–$55 per hour + super + vehicle"

is much more useful than:

"Competitive rates."

You can also mention relevant overtime, allowances or bonuses where applicable.

Experienced tradies often know what they can earn elsewhere. If your advertisement hides the pay completely, some candidates may simply move on to one that doesn't.

Employment Type

Make it clear whether the role is:

• Full-time
• Part-time
• Casual
• Fixed-term
• Contract

This affects how candidates assess the opportunity.

Someone looking for permanent work may not be interested in a three-month casual project, while another worker may prefer short-term or shutdown work.

Don't make them guess.

Working Hours

Explain the ordinary hours where useful.

For example, you might state that the role works Monday to Friday with an early start and regular overtime.

If there are weekend requirements, callouts or on-call work, include that too.

This is especially important for service and maintenance positions where after-hours work may be part of the job.

The Roster

For FIFO and mining jobs, the roster should be obvious.

An 8/6 roster, 7/7 roster and 2/1 roster can attract very different candidates.

The roster is not a small detail. It affects the person's entire lifestyle.

Put it near the top.

A Short Summary of the Role

After the title, location and key conditions, include a short paragraph explaining what the job is.

This doesn't need to be long.

For example:

"We're looking for a qualified maintenance fitter to join our manufacturing team in Melbourne's west. The role focuses on preventative maintenance, breakdown response and mechanical repairs across production equipment."

That gives candidates a quick picture before they read the detail.

The Type of Work

Be specific about what the employee will actually work on.

This matters because trade titles can cover very different jobs.

A mechanic might work on passenger vehicles, heavy trucks, buses, agricultural machinery or mining equipment.

An electrician might work in residential service, commercial construction or industrial maintenance.

A carpenter might be doing framing, renovations or high-end finishing.

The clearer you are, the more likely you are to attract candidates with relevant experience.

Key Duties

Include the main tasks the employee will perform.

You don't need to list every minor duty, but candidates should be able to understand what an ordinary week might involve.

For a mechanic, that could include servicing, diagnostics, repairs and preventative maintenance.

For a plumber, it could include service work, installations, fault finding and customer communication.

For a boilermaker, it could include fabrication, welding, repairs and reading drawings.

Focus on the work that actually defines the role.

Essential Qualifications

If the candidate genuinely needs a qualification to perform the role, state it clearly.

That might include a relevant trade qualification or another recognised credential depending on the position.

Avoid asking for qualifications that are unrelated to the actual work.

Candidates should be able to distinguish between what they must have and what would simply be useful.

Required Licences

Some trade roles require specific licences depending on the work and jurisdiction.

If the employee must hold a relevant electrical, plumbing or other occupational licence, include that in the advertisement.

The same applies to driver licences or high-risk work licences where they are genuinely required.

Check the requirements for your actual position rather than copying them from another employer's job ad.

Relevant Tickets

If the role genuinely requires additional tickets or licences, include them.

Examples could include a White Card or relevant high-risk work licences depending on the work being performed.

However, don't build an enormous list of tickets just because they might occasionally be useful.

If something is preferred rather than essential, say so.

That distinction can prevent capable candidates from unnecessarily ruling themselves out.

Experience Requirements

Be clear about the kind of experience you're looking for.

Specific experience is usually more useful than an arbitrary number of years.

For example:

"Experience with commercial electrical installations and fault finding"

is more informative than:

"Five years experience required."

The first tells candidates what you actually need them to know.

Essential vs Preferred Requirements

A simple way to make your advertisement more candidate-friendly is to separate must-haves from nice-to-haves.

Essential requirements might include the trade qualification, relevant licence and suitable experience.

Preferred requirements might include experience supervising apprentices, a particular ticket or familiarity with certain equipment.

This makes the role feel more realistic and can increase the number of suitable people willing to apply.

Tools and Equipment

Where relevant, explain whether the employee is expected to provide their own tools.

If the company provides specialist equipment, that can also be worth mentioning.

Mechanics may care about workshop equipment and diagnostics. Electricians may care about test equipment and vehicles. Fabrication workers may care about the quality of the workshop and machinery.

These details can help experienced candidates picture the job more accurately.

Vehicle Arrangements

If a company vehicle is included, say so.

A vehicle can be a major benefit in many trade roles.

Explain whether it is a fully maintained vehicle, work ute or service van if that matters.

If the employee is expected to use their own vehicle, make that clear too.

Travel arrangements can materially affect the value of the role.

Overtime

If overtime is regularly available, mention it.

For some candidates, overtime is a major selling point because it increases total earnings.

For others, avoiding overtime may be more attractive.

Either way, transparency helps.

If overtime is occasional rather than guaranteed, don't present it as though candidates will be working an extra 20 hours every week.

RDOs

If the role includes rostered days off, promote them.

Some candidates value RDO arrangements highly because they improve work-life balance.

If the role follows a particular work cycle, explain it clearly.

Allowances

If there are meaningful allowances associated with the position, include them where appropriate.

Depending on the job, this could involve travel, tools, meals, site conditions or other entitlements.

You don't necessarily need to turn the job advertisement into a payroll manual, but candidates should understand the main parts of the package.

Bonuses and Incentives

If the business offers genuine bonuses, performance incentives or retention payments, mention them.

Be clear about how they work.

Avoid vague promises such as "huge earning potential" unless the candidate can realistically understand what that means.

Specific information builds more trust.

Training

Training can be a strong selling point, particularly in technical trades.

You might offer manufacturer training, licence support, additional tickets, diagnostic training or opportunities to learn new systems.

Experienced workers may still care about development.

A candidate who sees a clear path to expanding their skills may choose your business over another employer offering a nearly identical hourly rate.

Career Progression

If the role can lead somewhere, explain where.

That might include progression into:

• Leading hand
• Supervisor
• Workshop foreman
• Estimator
• Project manager
• Service manager

Not every tradie wants to stay on the tools forever.

If your business can offer progression, that can help attract more ambitious candidates.

Apprenticeship Opportunities

If the role involves supervising apprentices, mention that.

If you're advertising for an apprentice, explain the training and type of work they'll be exposed to.

Apprentice advertisements should not read like qualified trade roles with lower wages.

You're recruiting someone to learn, so focus more on attitude, reliability and interest in the trade.

The Company

Include a short introduction to your business.

Candidates usually want to know who they're applying to, but they don't need your full corporate history.

Explain what the company does, where it operates and what kind of projects or customers you work with.

For example:

"We're a commercial plumbing business working across retail and office projects throughout Brisbane. Our team includes qualified plumbers and apprentices, and we're growing due to an increase in project work."

That's enough to provide context.

Team Size

If relevant, mention the size of the team.

Some people prefer smaller businesses where they work directly with the owner.

Others prefer larger companies with more structure and progression opportunities.

Neither is automatically better.

Giving candidates an idea of the workplace helps them decide whether the environment suits them.

Company Culture

You can mention culture, but avoid generic claims.

"Great culture" appears in almost every advertisement.

Explain what you actually mean.

Maybe the team has low turnover, supervisors are approachable, apprentices receive proper training or the business avoids unnecessary weekend work.

Specific examples are much more believable.

Safety

Trade work often involves meaningful safety responsibilities.

Explain any important expectations around safe work practices, PPE, site procedures or reporting hazards.

You don't need to fill the advertisement with policy language.

A simple statement that the business takes safety seriously and expects employees to follow relevant procedures is usually enough unless the position requires more detail.

Customer Contact

If the person will deal with customers regularly, mention it.

This is especially relevant for service electricians, plumbers, mechanics, HVAC technicians and handyperson roles.

You may need someone who can explain work clearly, provide updates and represent the business professionally.

That should form part of both the job advertisement and the interview process.

Supervision

If the employee will supervise apprentices or other workers, include that.

This is important because it changes the seniority of the position.

A qualified tradie expected to run jobs and supervise junior staff is taking on more responsibility than someone working purely on the tools.

Make sure the advertisement reflects that.

Independence

If the role requires someone who can work independently, say so.

For example, a service technician may spend much of the day travelling between jobs without a supervisor on site.

That requires a different level of confidence and experience from someone joining a large project crew.

Again, explain the reality of the work.

Travel

Include regular travel requirements.

If the employee will move between customer sites, work regionally or occasionally stay away overnight, candidates should know before applying.

For site-based roles, explain the typical work area.

For FIFO, explain the point of hire and roster clearly.

Travel is one of those things that can turn a seemingly good job into a poor fit if it's discovered too late.

Physical Requirements

Where there are genuine physical requirements inherent to the job, explain them.

For example, the role may involve manual handling, climbing, outdoor work or working on active construction sites.

Describe the actual work rather than relying only on a vague phrase such as "must be physically fit."

This gives candidates a clearer picture of what the job involves.

Probation or Trial Arrangements

If you plan to use a probation period, this is normally dealt with as part of the employment arrangement rather than used as a major selling point in the ad.

Be cautious with unpaid "trials". A skills assessment should be genuinely limited to demonstrating the skills required for the position and handled appropriately.

If you need to assess technical ability, a structured interview or reasonable practical assessment can often be a better approach.

Start Date

If you need someone to start quickly, say so.

"Immediate start available"

can appeal to candidates who are ready to move.

However, don't automatically exclude good applicants who need to give notice.

A strong experienced tradie may need several weeks before they can start.

Sometimes waiting for the right person is better than hiring the wrong person immediately.

Application Instructions

Tell candidates exactly how to apply.

For example:

"Apply with your resume and contact details. Suitable applicants will be contacted for a short phone interview."

Simple.

Don't make the application process unnecessarily complicated.

Keep the Application Process Mobile-Friendly

Many candidates will see your job on their phone.

They might be scrolling during lunch or after work.

If applying requires creating an account, completing a long questionnaire, writing a cover letter and uploading multiple documents, you may lose people before they finish.

Make the first step easy.

You can ask more detailed questions later.

Contact Details

Depending on your recruitment process, you may choose to include a contact name or phone number.

This can work well in trade recruitment because some candidates prefer a quick conversation before applying.

If you don't want phone calls, don't include a number simply because another advertisement did.

Make the process work for your business.

What Not to Include

A good tradie job advertisement is partly about removing unnecessary information.

You usually don't need several paragraphs of company history, a giant list of generic personality traits or requirements that aren't relevant to the position.

Avoid excessive corporate jargon.

Candidates don't need to hear that you're searching for a "results-driven individual committed to operational excellence."

They need to know what they'll be doing on Monday morning.

Don't Hide the Downsides

A job ad should sell the opportunity, but it should also be accurate.

If the role includes regular callouts, significant travel, night shifts or outdoor work, say so.

Hiding those details may generate more applications, but it can also generate more withdrawals and early resignations.

The purpose of recruitment is to find someone who actually wants the job you're offering.

Don't Promise Things You Can't Deliver

Only advertise benefits that genuinely exist.

If you say there is regular overtime, there should usually be regular overtime.

If you advertise career progression, there should be a realistic pathway.

If you say there is a company vehicle, make the actual arrangement clear.

Overselling the job can damage trust before the employee has even started.

Make the Ad Easy to Scan

Even a detailed advertisement should be easy to read.

Use clear headings, short paragraphs and lists where appropriate.

Candidates should be able to scan the page and quickly find the pay, location, duties and requirements.

Avoid enormous walls of text.

The aim is to provide detail without making the advertisement feel like a legal contract.

Put the Best Information Near the Top

The strongest parts of the opportunity should not be buried.

If you're offering a strong hourly rate, vehicle, RDO and local work, tell candidates early.

Don't make them scroll through 600 words before they discover why the role is attractive.

A simple opening could say:

"Qualified commercial electrician wanted for local Melbourne projects. $52–$56 per hour + super, company vehicle, RDO and regular overtime."

That immediately gives the candidate a reason to keep reading.

Example Tradie Job Advertisement Structure

A straightforward advertisement could use the following structure.

Job Title

Commercial Electrician – $52–$56/hr + Vehicle

Opening

"We're looking for a qualified commercial electrician to join our Melbourne team working across retail, office and light-industrial projects."

The Role

Explain the main installations, maintenance or fault-finding work.

What You'll Need

List the essential licence, qualification and relevant experience.

What You'll Get

Explain the pay, vehicle, overtime, RDOs, training or progression.

About Us

Include a short description of the business.

How to Apply

Tell candidates exactly what to send and what happens next.

This structure is simple, but it answers most of the questions a serious candidate will have.

What to Include in an Electrician Job Advertisement

For electricians, state the type of work clearly.

Residential, commercial and industrial electrical jobs can be very different.

Include the location, pay, vehicle arrangements, overtime and relevant licensing requirements. Explain whether the work is mainly projects, maintenance, service or fault finding.

If there is an on-call roster, include it.

What to Include in a Plumber Job Advertisement

Plumbing ads should explain whether the role involves construction, service or maintenance work.

Include the usual work area, vehicle arrangements and any callout requirements.

For customer-facing service plumbing, mention the communication expectations as well.

What to Include in a Mechanic Job Advertisement

State what the mechanic will actually work on.

For example, light vehicles, trucks, buses, plant or agricultural equipment.

Explain the workshop, equipment, diagnostic work, training opportunities and hours.

If there is regular overtime or field service work, make that clear.

What to Include in a Carpenter Job Advertisement

Explain the type of carpentry.

Framing, fixing, renovations, commercial construction and high-end residential work attract different candidates.

Include the project locations, expected duties, employment type and whether tools or a vehicle are required.

What to Include in a Boilermaker or Welder Job Advertisement

Describe the fabrication or maintenance work.

Where relevant, mention the main welding processes and materials.

For FIFO roles, include the roster, point of hire, rate and travel arrangements prominently.

Candidates should be able to quickly tell whether their fabrication background suits the position.

What to Include in a Fitter Job Advertisement

Explain the plant and machinery the person will work on.

Mention whether the job focuses on preventative maintenance, breakdowns, shutdowns or installation work.

If there are specific pumps, conveyors, gearboxes or other systems relevant to the role, include them.

What to Include in a FIFO Job Advertisement

FIFO ads should make the major conditions extremely clear.

Include the roster, point of hire, pay, site location or region where appropriate, travel arrangements, employment type and genuine experience or ticket requirements.

Candidates may also want to know the type of camp, accommodation or facilities involved where relevant.

The roster should never be hidden.

What to Include in an Apprentice Job Advertisement

Apprentice advertisements should explain the trade, type of work and training opportunity.

Include any genuine entry requirements, but avoid asking for excessive experience.

Focus on reliability, interest in the trade, willingness to learn and the work the apprentice will be exposed to.

If the role offers a broad range of experience, that can be a strong selling point.

Should You Include Salary in the Job Ad?

Where practical, yes.

Pay is one of the first things many candidates want to know.

Including a realistic range can make the opportunity easier to compare and can reduce time spent speaking with applicants whose expectations are far outside your budget.

Any advertised rate also needs to comply with applicable minimum employment entitlements.

Should You Include Benefits?

Absolutely.

Benefits are part of the employment offer.

If you provide a vehicle, RDOs, overtime, training, tool allowances or other genuine advantages, promote them.

Employers sometimes complain that nobody applies while hiding every good part of the job in the final paragraph.

Don't do that.

Should You Include the Company Name?

In most cases, yes.

Candidates often want to research the employer before applying.

A transparent advertisement can build trust and allows people to see your website, projects and reputation.

There may be circumstances where confidential recruitment makes sense, but for ordinary trade hiring, clearly identifying the business is usually helpful.

Should You Include a Phone Number?

It depends on how you want to recruit.

Some trade employers like speaking directly with potential candidates and find phone enquiries useful.

Others prefer all applications to go through the job platform so they can keep everything organised.

Either approach can work.

The important thing is to make the application process clear.

Should You Ask for a Cover Letter?

Usually only if you genuinely need one.

For many trade roles, a resume and short phone conversation will tell you far more than a formal cover letter.

Adding unnecessary application requirements can reduce completion rates.

If a cover letter doesn't help you make a better hiring decision, consider leaving it out.

Should You Include a Long List of Personality Traits?

Probably not.

"Hardworking, motivated, enthusiastic, reliable, passionate, proactive and a team player" appears in countless advertisements.

Most candidates will simply skim past it.

Focus on the behaviours that matter to the role.

For example, if reliability is critical because the employee runs their own service calls, say that clearly.

Specific expectations are more useful than a collection of adjectives.

The Goal Is Better Applications, Not Just More Applications

The purpose of including all this information isn't to make the advertisement longer.

It's to make it more useful.

A clear job ad helps unsuitable candidates rule themselves out and encourages suitable candidates to apply with more confidence.

That can reduce the total number of applications while increasing the quality.

For employers, that's usually a win.

Advertise Where Tradies Are Looking

Once the advertisement is ready, it still needs to reach the right audience.

Employers can use specialist trade job boards, larger general employment platforms, Workforce Australia, social media, referrals and recruitment agencies depending on the role.

Tradie Jobs is focused specifically on Australian trade and blue-collar employment, including electrical, plumbing, automotive, carpentry, HVAC and refrigeration, fabrication, welding, fitting, landscaping, labouring, scaffolding, traffic control, FIFO and mining.

For difficult vacancies, targeted trade advertising can also be combined with broader job boards and employee referral networks.

Final Thoughts

A good tradie job advertisement should make the opportunity easy to understand.

At a minimum, candidates should be able to find the job title, location, pay or package where appropriate, employment type, main duties, essential requirements, benefits and application instructions.

For more specialised roles, include the details that materially affect someone's decision, such as vehicle arrangements, overtime, travel, equipment, callouts or FIFO roster.

Keep the information specific and realistic.

Don't hide the best parts of the job.

Don't fill the page with generic corporate language.

And don't make candidates investigate your vacancy like a detective just to work out what they'll actually be doing.

The best trade job advertisements give the right candidates enough information to quickly think:

"Yep, that sounds like something I'd be interested in."

Then they make it easy to apply.

Frequently Asked Questions

What should I include in a tradie job advertisement?

Include a clear job title, location, pay where appropriate, employment type, working hours, main duties, essential qualifications, licences, experience requirements, benefits and simple application instructions.

Should I include pay in a tradie job ad?

Including a salary or hourly range can make the advertisement more transparent and help candidates decide whether the opportunity suits their expectations.

Should I include the suburb?

Yes where possible. Trade workers often care about commuting distance, so a suburb or clear work area is more useful than simply listing a major city.

Should I include the roster for FIFO jobs?

Yes. The roster is one of the most important details for FIFO candidates and should be easy to find.

What benefits should I put in the ad?

Include genuine benefits such as a company vehicle, regular overtime, RDOs, training, flexible hours, tool allowances, local work or career progression.

Should I include required licences?

Yes. Clearly state any licences that are genuinely required to perform the work.

Should I include every ticket that would be useful?

No. Separate essential requirements from preferred tickets or experience so you don't unnecessarily discourage suitable applicants.

How much company information should I include?

Usually a short paragraph is enough. Explain what the business does, where it operates and the type of projects or customers involved.

Should I include the working hours?

Yes where they are important to the role, especially if there is overtime, weekend work, shift work or callout requirements.

Should I include overtime?

Yes if overtime is a regular or meaningful part of the role. It can be either a benefit or a drawback depending on the candidate, so transparency helps.

Should I include a company vehicle?

If a vehicle forms part of the package, definitely mention it. It can be a significant benefit in many trade roles.

Should I ask for a cover letter?

Only if it genuinely helps your hiring process. For many trade positions, a resume and short phone screen may be more useful.

How long should a tradie job advertisement be?

There is no ideal word count. It should be long enough to explain the opportunity properly without including unnecessary filler.

What makes a tradie job ad attractive?

Clear pay, a specific job title, realistic requirements, genuine benefits, a useful location, straightforward duties and a simple application process all help.

Why am I getting unsuitable applicants?

Your title or requirements may be too broad. Make the role more specific and clearly state the genuine essential skills, qualifications and experience.

Why am I getting no applications?

Review the pay, location, title, requirements, benefits and where the vacancy is being advertised. A lack of applications can sometimes reflect the employment offer rather than the advertisement itself.

Should I include career progression?

Yes if there is a genuine pathway into positions such as leading hand, supervisor, foreman, estimator or management.

What should I include in an apprentice job advertisement?

Explain the trade, type of work, training opportunity, employment details and genuine entry requirements. Focus on attitude and willingness to learn rather than expecting qualified-level experience.

What should I include in a mechanic job advertisement?

Specify the vehicles or equipment involved, duties, workshop conditions, pay, hours, training and whether the role includes diagnostics, field service or overtime.

What should I include in an electrician job advertisement?

State the type of electrical work, location, pay, duties, relevant licence requirements, vehicle arrangements and any overtime or callout expectations.

What should I include in a FIFO trade advertisement?

Include the trade, roster, point of hire, pay, travel arrangements, type of work and genuine qualifications, licences and site requirements.

Where should I advertise a tradie job?

Consider specialist trade job boards, general employment platforms, Workforce Australia, employee referrals, social media and recruitment agencies depending on the position.

What is the main goal of a trade job advertisement?

The goal is to give suitable candidates enough information to understand the opportunity, decide whether it fits them and apply without unnecessary friction.