Why your job ads are not attracting the right candidates
If you’re advertising maintenance roles and struggling to get quality applicants, the problem often isn’t the market — it’s the advert.
Most maintenance job ads fail to attract the right engineers because they’re written from an internal HR perspective, not from an engineer’s point of view.
Job Seekers scan, they don’t read
Most people skim job ads quickly. If they don’t see the key details straight away, they move on.
What they want to know immediately:
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Pay
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Shift pattern
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Location
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Type of site
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Equipment they’ll work on
If this information isn’t clear within the first few lines, you’ll lose their attention.
The problem with long wish lists
Many job descriptions contain huge lists of required skills, qualifications, systems, and experience.
This often:
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Puts good candidates off
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Attracts underqualified applicants
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Creates unrealistic expectations
Very few engineers tick every box. Strong maintenance engineers are built through experience, not perfect CV matches.
Focus instead on:
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Core essential skills
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What can be trained
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Attitude and reliability
Vague descriptions don’t sell the role
Phrases like:
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“Fast-paced environment”
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“Competitive salary”
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“Great opportunity”
mean very little to experienced engineers.
Be specific:
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What machines will they maintain?
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How modern is the site?
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What training is offered?
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Is there progression?
The clearer you are, the better your applicant quality.
Salary positioning matters more than ever
Maintenance engineer salaries have risen sharply in recent years. If your advert sits below market rates, good engineers simply won’t apply.
Even a £2–3k difference can drastically impact response levels.
If budget is tight, highlight:
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Shift flexibility
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Reduced weekends
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Strong overtime structure
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Training investment
How to improve your job ads
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Lead with salary and shifts
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Clearly describe the site and equipment
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Focus on essentials, not wish lists
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Explain training and progression
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Make the advert easy to scan