Employer guide: how to fill a South African vacancy in 14 days

Adverts with a salary range receive roughly twice the qualified applications of adverts without one. Publish a range even if it is broad.

Write requirements as must-haves and nice-to-haves, and cap must-haves at five. Long wish-lists deter the exact candidates you want.

Screen with three job-specific questions at application stage — licence codes, software, availability — so shortlisting takes minutes, not days.

Respond within 48 hours. In a market this competitive, strong candidates accept the first professional employer who moves.

Use the employer dashboard to track views, applications and match scores per listing, and repost or extend before the expiry date so momentum is not lost.