Before changing anything, put a number on it. These sliders start on a mid-sized distribution centre: 40 vacancies a year, £300 an advert, 35% of interviews lost to no-shows. Move them to your own figures and watch the annual cost move with you. Once your own system is built, adverts go out free through your careers page, Google for Jobs and your social channels; what is left is the cost of running it.

One advert, written once, published everywhere. Pick the role, the site and the shift, and the advert writes itself around the things people actually search for: the job title, the town, the shift, the rate and the licence.

Google reads the advert through its structured data, not by guessing from the page. Get the fields right and the advert appears in the jobs panel at the top of a search, on the phone where people actually look. Switch a field off below and see what Google loses.

{
  "@context": "https://schema.org/",
  "@type": "JobPosting",
  "title": "Warehouse Operative – Night Shift, Lutterworth",
  "description": "Picking, packing and booking in stock at our Lutterworth distribution centre. Fixed night shift, weekly pay, no experience needed. Apply in two minutes, no CV.",
  "datePosted": "2026-11-06",
  "validThrough": "2026-11-28",
  "employmentType": "FULL_TIME",
  "hiringOrganization": {
    "@type": "Organization",
    "name": "Long Lever Supply",
    "sameAs": "https://long-lever-supply.example"
  },
  "jobLocation": {
    "@type": "Place",
    "address": {
      "@type": "PostalAddress",
      "streetAddress": "Magnus Way, Lutterworth",
      "addressLocality": "Lutterworth",
      "postalCode": "LE17 4JH",
      "addressCountry": "GB"
    }
  },
  "baseSalary": {
    "@type": "MonetaryAmount",
    "currency": "GBP",
    "value": {
      "@type": "QuantitativeValue",
      "value": 13.25,
      "unitText": "HOUR"
    }
  },
  "directApply": true
}

Same advert, rewritten for each place people actually are. Pick the tone and all four posts change with it: the square graphic, the link and the hashtags come with the copy, so nothing is typed twice and nothing drifts out of date.

Two minutes on a phone, no CV, no cover letter. The questions are the ones that decide whether somebody can actually do the shift: right to work, shifts available, licence, how they get to site, and when they can start. The screening happens as they type, and everyone is sorted before a manager reads a single answer.

Almost everybody who applies to a distribution centre hears nothing, and almost all of them tell somebody. The messages below send themselves, at the moment they matter, in the order that turns an application into a start.

The applicant books the slot themselves, so nothing is arranged by three emails. The interview is scored against the same four things for everybody, and the offer goes out with the checks attached rather than as a hope.

Most people who leave inside twelve weeks leave because the first week was chaotic, not because the job was wrong. The checklist below runs from offer to the twelve-week conversation, and the risk flag is honest about what is still missing.

One month of recruitment, seen from the manager's chair. The same records that ran the vacancy produce the report, so nothing is counted twice and nothing is estimated after the fact.