Start with the role, not the logo
Candidates are looking for the work first. Open with what the role involves and what the first three months look like, then describe the workplace.
HR & OperationsContent Creator
Recruitment brochure: what candidates need to see before they apply
A recruitment brochure introduces your workplace to candidates: the work, the team, how decisions get made and how to apply. It should give a candidate enough specific information to decide whether to apply, including pay or benefit details where local rules or your own plans require them. Keep it consistent with the job postings and with the offer terms you will actually give.
What people search
Recruitment brochure: 90 average monthly searches.Google Ads Keyword Planner · 2026-10-09 · United States
Format notes
Lead with the work a candidate would actually do
Use a photo of the work, not a stock image
A photo of the actual crew, equipment or site tells a candidate more than a model at a desk. If you use a stock image, label it as one.
Make the way to apply visible twice
Put the application step near the top and again at the end. A candidate who is convinced by the last section should not have to search for the link.
Keep it to one reading session
A brochure that takes ten minutes to read is one some candidates will not finish. Use short sections, and let a reader skip the parts that do not apply to them.
Section outline
Sections for a brochure a candidate can finish
The role in plain words
What the job is, who it reports to and what the first three months involve.
120 wordsA normal week
Schedule, locations, tools and the people the candidate would work with.
120 wordsPay and benefits, where shared
A pay range and benefit summary only where confirmed, approved to share and required or appropriate.
120 wordsHow the team works
How decisions get made, how feedback happens and how people grow in the role.
120 wordsWho we are looking for
Skills and experience, marked as required or helpful.
100 wordsHow to apply and what happens next
The application link, the documents requested and the response time you commit to.
100 words
Total: 680 words
Weak and strong wording
Make each promise specific enough to keep
Weak: Great benefits and a fun team.
Strong: Health coverage through the company plan, with the employee share shown in the benefit summary, and paid time off set out in the handbook.
Adjectives do not tell a candidate what they receive. Name the benefit and the document that sets the rule.
Weak: Fast-paced environment.
Strong: Workload changes with client deadlines, so a planned week can shift at short notice.
A candidate can judge the pace from a concrete description. Fast-paced could describe any job.
Weak: Apply now!
Strong: Send your resume and a short note about a piece of work you are proud of to the recruiting contact named below, by the closing date.
A clear instruction and a date reduce follow-up questions and show that a real process exists.
Weak: Career growth for everyone.
Strong: Openings are posted internally first, and each role lists the skills needed for the next level.
A promise of growth should describe the route a person can take and who decides.
Mistakes to avoid
Mistakes that attract the wrong candidates or the wrong expectations
Hiding pay until the interview
Some candidates who learn the pay late withdraw. Where local rules require a pay range in a job posting, publish it in the brochure too, and confirm the requirement with counsel.
Promising a career path that is not there
A brochure that promises promotion or training should name the steps and the people who approve them. Otherwise candidates will hold you to a path that does not exist.
Using photos without permission
Photos of employees need their permission, and former employees should not appear unless they agreed in writing. Keep a record of who agreed.
Writing for insiders
Internal acronyms, team nicknames and inside jokes lose candidates who do not share them. Spell out each term the first time it appears, or leave it out.
Share the finished page
Put the brochure where candidates already look
Public link
Use a public link for the brochure candidates should find without an invitation, such as a link from your job postings and from your careers page.
Team link
Use a team link for a draft that managers review before it goes public. Note the draft date in your review notes so reviewers know which version they read.
WhatsApp share
Send the link to referral contacts in a direct message that names the role. Avoid large group chats, where the link can go out of date and reach people it was not meant for.
HTML download
Download a dated HTML copy once the brochure is approved, so you know which version each candidate was sent.
Frequently asked questions
Is a recruitment brochure a job posting?
No. A job posting is the listing that tells candidates what the role is and how to apply. A brochure is longer and describes the workplace. Keep the posting short, link it to the brochure, and make sure both say the same thing about the role and pay.
Should I put the brochure on job posting sites?
Job posting sites are where candidates search for listings, so the brochure usually belongs on your own site with a link from the listing. Some sites allow a link to more information; check each site's rules before you paste brochure text into a listing.
Can I download the recruitment brochure as a PDF?
Not directly. Content Creator gives you one self-contained HTML page, which you can share by link or save as HTML. For a PDF to send by email or print, open the approved page in your browser and save it from the print dialog.
Does a recruitment brochure need a legal review?
Ask counsel to review any statement about pay, eligibility, benefits or equal opportunity before publication, and check your local rules on pay ranges in job advertisements. This page gives practical drafting guidance only and is not legal advice.
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How to build it
Follow the eight-step wizard: type, assets and description, images, branding, contact and call to action, Atty Suggestions, blueprint, and generate. Atty generates one HTML page in the background. Review it, then publish and share the page link or download the HTML file.
