Typically 300–600 words. Shorter than one screen if you can. Candidates scan: title, location, the first three tasks and the first three requirements. Anything after 800 words is rarely read. An internal job description can be longer — the public ad should not.
Job ads
How to write a job ad that works
A practical guide to job ads in Denmark: structure, job title, requirements and what you must not write. Includes a template and how AI on Arbejd.com drafts the ad for you.
Step-by-step guide
- 1
Start with the role, not the wording
Before you write a line: what should this person deliver in the first 6–12 months, and which 4–6 requirements are non-negotiable? Everything else is nice-to-have. An ad that tries to cover three jobs at once attracts the wrong people and deters the right ones. Write the requirements as an internal brief — that is what you later give to AI or to whoever drafts the text.
- 2
Use a fixed structure candidates can scan
Most people read an ad in under a minute. A structure that works: (1) a short intro to the role and company, (2) tasks, (3) requirements split into must-have and nice-to-have, (4) what you offer, (5) practicalities — location, hours, contract type, deadline and how to apply. Keep sections short. Bullet lists beat long paragraphs. Do not repeat CV requirements in both the intro and the requirements section.
- 3
Choose a job title people actually search for
The title is both a search term and the first filter. Use the name candidates themselves use — “social educator”, “electrician”, “accounts assistant” — not internal titles like “People Partner Ninja”. Add location or specialism if it narrows the role usefully. A clear title improves matching in search, both on Google and on Arbejd.com.
- 4
Separate must-haves from the wish list
Write three to five must-haves you would actually reject on. The rest belongs under “it is an advantage”. Long lists with ten years of experience, three certificates and “high drive” filter out good candidates — especially career switchers, who more often only apply when they match everything. Ask: would we hire a strong candidate without item 7? If yes, it is not a must-have.
- 5
Stay within the law — and drop hidden filters
Danish anti-discrimination law prohibits requirements on age, gender, ethnicity, religion, disability and sexual orientation unless a genuine exception applies. Avoid “young and dynamic”, “at home in Denmark” and age ranges. Health and pregnancy do not belong in an ad. You may set professional requirements and require Danish if the job needs it. If in doubt, delete the sentence — it costs you candidates and may be unlawful.
- 6
Publish where candidates are — and let AI take the first draft
On Arbejd.com you describe the role in a short brief, add keywords and choose a tone. AI writes a full draft in Danish or English, which you edit. When you activate the ad, it gets its own page that search engines can find. Creating and publishing is free. You can then search candidates yourself by occupation, distance and experience instead of only waiting for applications.
Ready to get started?
Create your company on Arbejd.com and start using Job ads straight away.
Frequently asked questions
Yes. On Arbejd.com you write a short brief, choose tone and language, and AI produces a draft you can edit or iterate on. You still need to check that the requirements are right, the title is searchable, and the text does not discriminate. AI saves time on wording — not on deciding who you actually need.
You must not require or signal a preference for age, gender, ethnicity, religion, disability or sexual orientation. Phrases such as “max 35”, “male warehouse worker” or “native Danish” are problematic. Legitimate, necessary requirements on language, education, driving licence and experience are allowed. If in doubt: delete the sentence.
Somewhere the ad has its own URL and can be found in search, plus the channels your candidates actually use. On Arbejd.com publishing is free and the ad gets a page on www.arbejd.com. Jobnet is relevant for some roles. Paid job boards buy reach but typically charge per ad — see the guide on what a job ad costs.
Yes, as a rule. Anonymous ads get fewer and weaker applications because candidates cannot assess you. Exceptions are rare — for example an internal reorganisation where the name would cause unrest. On Arbejd.com the company is shown on the ad.