Publish a Mechanic Vacancy That Actually Filters

The most common failure in technical recruitment happens before anyone applies. A vacancy for a “mechanic” with a generic description attracts applicants from a dozen trades, and the screening burden falls on someone who does not have time for it — usually a workshop manager with vehicles waiting.

The fix is unglamorous but effective: describe the equipment, the systems and the working pattern instead of the job title. Employers who do this consistently report fewer applications and a far higher proportion worth interviewing.

Publishing itself happens on Candidate Force. What this page covers is what to write before you get there, because no platform can rescue a vacancy that does not describe the actual role.

The difference is rarely length. It is whether a mechanic reading the advert can tell if they have done this work before.

Weak: “We are looking for an experienced mechanic to join our busy workshop. The successful candidate will be motivated, reliable and a good team player.” Every workshop could have written this. It describes the employer's preferences, not the job.

Strong: “Truck mechanic for a 40-vehicle distribution fleet — DAF and Mercedes tractor units plus curtainside trailers. Work is roughly 60% scheduled servicing and inspection preparation, 40% fault diagnosis, including air brake systems and SCR faults. Two-shift pattern, 06:00–14:00 and 14:00–22:00, alternating weekly. Occasional breakdown callout, paid at an enhanced rate. German B1 needed for service documentation and handover.”

The second version will attract fewer applications. That is the point — the ones it attracts will be people who have actually done this work and know what they are agreeing to.

The vacancy is the start of the process, not the end of your involvement, and the next stage has its own failure mode.

Decide before publishing who screens applications and how quickly they will respond. Strong technical candidates are usually employed and often hold more than one conversation at a time; a week's delay frequently means losing them without ever learning why. Involve someone technical in screening — only a person who does the work can judge whether described experience is genuinely relevant.

Plan the assessment stage in advance too, including what happens if relocation makes pre-hire testing impractical. Our guide on designing a practical skills test sets out workable options.