A generic “skilled trades worker needed” ad usually makes the employer's life harder. The applicant has to guess which tools, risks, credentials, schedule and worksite are involved. Below are templates designed to be edited, not pasted unchanged. Each starts with the actual job, which should determine every requirement that follows.
Universal header: fill this out first
Job title: [Recognizable trade and level]
Location: [Worksite city/region; remote not assumed]
Hours: [Shift, overtime, on-call, weekends]
Compensation: [Approved range and basis; comply with local requirements]
Employment type: [Employee, temporary, project, etc.]
Reports to: [Supervisor]
Travel: [None, local calls, overnight percentage]
Application: [Clear action and contact process]
State whether the employer provides tools, uniforms, vehicles, training, PPE and paid certifications. Avoid “competitive pay” if you could provide a meaningful range.
Electrician template
Role: [Commercial service / residential new construction / industrial maintenance] Electrician. Work you'll do: Install or troubleshoot [actual equipment], interpret drawings as needed, document work and coordinate inspections. Required: [Actual jurisdiction-specific authorization], [relevant task experience], ability to perform the role's essential functions with appropriate accommodations. Helpful: Experience with [approved equipment or control system]. What we supply: [Vehicle, tools, training, schedule].
A helper or apprentice role should say who supervises work. Don't use journeyman in the title if the opening isn't actually for that level. See electrical-specific hiring guidance.
Plumber template
Role: [Service / commercial install / maintenance] Plumber. Work: Diagnose [fixture and piping types], perform approved repairs or installations, document customer issues and work with permits where applicable. Required: [Relevant license if legally required], [service or installation background]. Schedule: [Emergency-call or weekend arrangement]. Separate drain-service, new-construction and service-plumber needs instead of treating them as interchangeable. See the plumbing employer desk.
CNC machining template
Role: CNC [Operator / Setup Machinist / Programmer]. Work: Read shop travelers and prints, set up [machines], measure parts with [actual tools], and document quality results. Required: [Experience that aligns with operator versus setup or programming]. Helpful: [Named control, CAD/CAM workflow and tolerances relevant to your shop]. Be clear about materials, shift and whether programmers also run parts. See CNC hiring.
Diesel technician template
Role: Diesel Technician for [fleet / heavy equipment / agriculture]. Work: Diagnose faults, perform preventive maintenance, log repairs and work under your safety procedures. Required: [Relevant hands-on maintenance background]; [commercial driving authorization only if the job actually requires driving]. Helpful: [Specific engines, diagnostic equipment or certifications]. Disclose shop versus road-service work and the availability of lifts or specialty equipment. See diesel hiring.
Solar installer and solar maintenance templates
Installer: Describe roof or ground-mount assignments, travel, weather exposure, approved electrical scope, team supervision and supplied fall-protection systems. O&M technician: Describe troubleshooting, inspection, data systems, travel, and whether electrical authorization is required for the specific work. These roles require different expertise; don't reuse one template for both. See installation and solar technician employer desks.
Wind and industrial templates
Wind turbine technician: Disclose climbing, travel, weather exposure, emergency procedures, training and equipment provided. Avoid promising qualifications not required by the employer. See wind hiring. Industrial maintenance technician: Specify equipment, electrical/mechanical scope, shift, shutdowns, and documentation requirements. See industrial hiring.
Review before posting
Replace every bracket. Ask the supervisor who actually manages the work to read it. Check licensing and pay-disclosure law for each market. Remove requirements unrelated to the work, check for biased wording, and identify whether a candidate needs independent expertise on day one or can be trained. If your company hires across multiple roles, create distinct ads rather than a single catch-all opening.