Writing a compelling job advert is one of the most important parts of hiring in the security industry—but it’s also one of the most overlooked. For companies looking to attract SIA-licensed guards, poor job adverts are often the reason high-quality candidates scroll past or fail to apply.

So what’s going wrong? In this blog, we’ll walk through five of the most common job ad mistakes, with a practical job advert example for each, plus expert guidance on how to write job ads that get real results.

Want to skip the guesswork? Use GuardHire to access high-performing job templates and post ads directly to thousands of licensed security workers.

1. Being Too Vague or Generic with the Job Title

When you post an ad titled “Security Guard Wanted,” you may think it covers your bases. But in reality, that kind of vague language fails to speak to the guard’s actual experience, setting, or job expectations.

A job title is one of the most heavily weighted elements in job search algorithms. If it doesn’t match what the candidate is searching for, they’ll never see it, or they’ll ignore it if it seems low-effort.

Job Advert Example:

Low Impact: Security Staff Needed

Recommended: SIA-Licensed Retail Security Officer – Full-Time | Central Birmingham

This instantly tells the candidate what kind of job it is, what licence is required, and where they’ll be working.

Pro-tip: Use specific terms like Door Supervisor, Corporate Security Officer, or Event Security Guard to help the right candidates self-identify and apply faster.

2. Leaving Out Salary and Benefits Information

According to a recently published Reuters article, 71% of UK job ads include salary details, the highest proportion among major European countries. This reflects a steady rise from 48% in 2019, indicating that including salary information in job postings is becoming more common and may enhance engagement from job seekers.

Failing to mention compensation isn’t just unhelpful; it can come across as evasive or disorganised.

Job Advert Example:

Low Impact: Pay negotiable. Apply for details.

Recommended: £12.50/hour + overtime pay | Uniform provided | Weekly shift rota | Paid breaks

This transparency improves trust and reduces unqualified applications, saving everyone time.

3. Missing Licence and Vetting Requirements

In the security industry, compliance is non-negotiable. If your ad doesn’t explicitly mention the required SIA licence, right to work, or BS7858 vetting, you’ll waste time sifting through applicants who aren’t qualified.

Even worse, you may inadvertently invite legal or reputational risk by onboarding someone who shouldn’t have been considered.

Job Advert Example:

Low Impact: Must be qualified and ready to start.

Recommended: SIA Door Supervisor licence required. Candidates must be eligible to work in the UK. BS7858 screening will be completed before they start work.

If you’re not sure what BS7858 vetting includes, check out our comprehensive guide on BS78588 screening steps and details. Also, check out GuardCheck to learn how it can help you accelerate security vetting.

4. Using Corporate Jargon or Overly Formal Language

Security guards aren’t looking for “dynamic synergistic operational stakeholders.” Yet many job ads still sound like internal policy memos, not real human conversations.

When you use unclear or inflated language, you risk sounding tone-deaf or disconnected from the real demands of the job.

Job Advert Example:

Low Impact: We are seeking a punctual, detail-oriented self-starter to operationalise site-level security assets.

Recommended: We’re looking for a reliable guard to monitor entrances, support staff safety, and respond to incidents as needed.

Straightforward language builds rapport and attracts better cultural matches, especially in frontline roles where clarity matters.

5. Not Describing the Work Environment Clearly

One of the most overlooked job posting guidelines is failing to explain where the job takes place and what it’s like. Guards want to know if they’ll be indoors, outdoors, in retail, nightlife, high-risk, or quiet office spaces.

Without this, you increase the likelihood of mismatched expectations, dissatisfaction, and early turnover.

Job Advert Example:

Low Impact: Various shifts available.

Recommended: Evening shifts (6 PM – 2 AM) at a popular city nightclub. High foot traffic, queue management, and incident response involved. Team-based security support.

This paints a picture and helps the candidate assess if the job suits their skills and availability.

Quickfire Job Posting Guidelines for Security Roles

To help you quickly level up your hiring game, here’s a recap of top job posting guidelines:

• Use precise job titles (e.g., Retail Security Officer, Event Steward)
• Always list pay, hours, location, and key responsibilities
• Be clear about licensing and vetting requirements
• Avoid filler or jargon—be human
• Describe the working environment clearly

Recommended Reading: The Do’s and Don’ts of Security Job Ads

Use GuardHire to Post Job Ads That Actually Work

If you’re tired of low-quality applications or slow recruitment, GuardPass can help. With GuardHire, you get:

• Pre-written job templates for all major security roles
• Gold push notifications to licensed, active candidates
• Guaranteed applications (10+ within 5 days or a free boost)
• Instant messaging and video intros to assess candidates quickly

Instead of making the same common job ad mistakes, let GuardPass do the heavy lifting.

Final Thoughts

Your job advert is more than just a vacancy notice—it’s a reflection of your company, your standards, and your professionalism. With just a few key changes and a better understanding of how to write job ads, you can avoid these common job ad mistakes and dramatically improve the quality and speed of your security hiring process.

For a better way to post, vet, and hire, check out GuardHire and see why hundreds of UK employers trust it to find top talent, fast.