With major infrastructure and renewable energy projects launching across Australia, demand for electricians is accelerating fast. Estimates suggest up to 42,000 additional electricians will be needed by 2030, which means skilled workers will increasingly have employer choice.

In this environment, businesses can’t rely on a well-written job description alone. The job ad and job description still matter, but they’re only one part of a broader attraction strategy. You’ll need to lure in potential candidates to see the job description via a variety of marketing and advertising options. In short – hiring business owners need to think like marketers, as well as employers.

Here we chat with Jane Tweedy, Founding Director and Lead Trainer of FAQ Business Training’, to learn how to do just that.

1. Starting with the job description – what are the must-includes to attract top talent?

In the current Australian employment market, a job description must do more than list tasks. With infrastructure and renewable projects accelerating, and electricians in short supply, the job description needs to sell the role and the business, not just define what the role requires.

Key inclusions include:

• A clear summary of the role and why it exists (Gen Z particularly can be more ‘why’ focused).
• The core responsibilities without unrealistic overload.
• An indication of what success looks like in the first three to six months.
• The type of work and projects they will be exposed to.
• Support provided such as training, systems, supervision, or mentoring.
• What makes this role and business genuinely different.

Top talent, and even new recruits, will have options (both in the industry and externally). If the job description doesn’t quickly answer “why would I consider this?”, those with a choice of role will move on, leaving you with the dregs.

2. What kind of language should be used when writing the job description?

Clear, concise, and human language works best. Avoid corporate jargon, vague promises, or exaggerated titles. Tradespeople in particular value:

• Straightforward explanations.
• Honest expectations.
• Practical detail without fluff.

The best job descriptions explain both the what and the why. What the role involves day to day, and why the role matters to the business and the bigger picture, especially in industries contributing to Australia’s future infrastructure and energy needs. Some people want to make an impact.

3. How can business owners best showcase their values in the job description?

Ideally values should be demonstrated, not just listed. Rather than generic statements like “we value teamwork and integrity”, show values through:

• How work is allocated and supported.
• How safety is prioritised on-site (particularly if this is a reason why people are put off the electrical trade).
• How learning, licensing, or upskilling is encouraged.
• How leaders communicate and treat staff.

Candidates trust examples more than slogans. Specifics build credibility and help the right people self-select.

4. Cultural fit is a crucial component of the hiring process – how do you recommend business owners communicate this in the job description?

Cultural fit should be communicated through how the business operates, not through personal descriptors. In other words, its actions, not its words.

Focus on:

• How the team works together on-site.
• How problems and mistakes are handled.
• How feedback is given and received.
• How decisions are made.

This approach allows candidates to assess alignment themselves, while keeping the business compliant with anti-discrimination laws. A video may best express the culture and business values.

5. Is it important to include the salary level and benefits in the job description?

In a candidate-short market, transparency is powerful. Plus remember new employees now have the right to discuss salary, so offering salaries that differ for a similarly qualified and experienced role is likely to cause unnecessary angst.

Including a salary range or clear earning potential:

• Filters out unsuitable applicants.
• Signals respect and professionalism for all your workers.
• Saves time for both parties.

Benefits also matter, and therefore need to be clearly stated. These might include:

• Paid training or licences.
• RDOs or flexible work arrangements.
• Tool allowances.
• Vehicle use.
• Stability of work pipeline.
• Bonuses.

If you don’t highlight these, candidates may assume they don’t exist.

6. How can you use the job ad and job description to filter out the time-wasters? 

Unfortunately, there are people who will be using your job ad to tick a box to say ‘I’ve applied for jobs’. If you do shortlist them, they often don’t even bother showing up. A job ad, combined with the job description, can do some of the screening for you.

Effective techniques include:

• Asking applicants to answer one or two targeted questions as part of their cover letter (one technical and one more values/behaviour based – no cover letter or answers equals no response, which is clearly stated).
• Requiring a specific application step, not just “click to apply” e.g. include a cover letter with answers to the two targeted questions, or applications must be emailed to ….
• Being clear about timelines and next steps.

Candidates who follow instructions tend to be stronger performers.

Recruitment is no longer just about filling vacancies. These approaches help attract new people into the industry, not just shuffling the same workers between employers. They serve a dual purpose of attracting people into the industry, and positioning your business as an employer of choice.

Recruitment today is not just about convincing people to sell themselves to you. It is about clearly communicating why your business is worth choosing.

Businesses that invest in culture, clarity, and creative attraction will be far better placed to secure the high calibre electricians they need for the next decade, not just the next project. Along with the recruitment side, a retention plan also needs to be created. How will you retain the great people you attract? Yes, recruiting this way may take longer, but the rewards will be so worth it!