Guyana is hiring, and it is hard to find people. Some 2,200 workers are needed to meet the current demands of Guyana’s labour force, according to the Minister of Labour, Joseph Hamilton. He also pointed out that many people are leaving their jobs to join the oil and gas sector, and that contractors in construction are struggling to find skilled staff. A well-written advert will not solve the whole problem, but it can stop your vacancy from getting lost among hundreds of others and help the right people see themselves in the role.
Here is what works best for employers posting on Jobs.gy.
1. Use the job title people actually search for
Candidates search the way they talk. A “Plant Operative” may be a “Heavy Equipment Operator” to a job seeker in Linden, and a “Store Assistant” may be a “Sales Clerk” to someone in Berbice. Use the common title in your heading, then add a short descriptor in brackets if your internal title is different.
Tip: Include the location in the title where it matters, for example “Plumber, Georgetown” or “Accountant, Essequibo”. People filter by place before they read anything else.
2. Be specific about where the job is
Many Guyanese candidates will not apply for a role they cannot reach. State the town or area, whether the role is on a site, in an office, or on a rotation, and whether transport is provided. This matters even more for interior roles. Recruiting outside the coastal areas can be harder because of infrastructure limits and a smaller local workforce, so employers often need to offer relocation support or look for people in nearby communities. If you offer accommodation or a transport allowance, put it in the first few lines.
3. Include a pay range
This is the single change that will improve your applications the most. Salary expectations in Guyana have climbed with the oil boom. A business outside the oil sector can find it difficult to compete when rapid economic growth, particularly in oil and gas, has driven up salary expectations. Writing “competitive salary” tells the candidate nothing. A range tells them whether the job is worth their time, and it saves you from explaining the number to fifty people who were never going to accept it.
4. Describe the actual work
Skip the vague phrases and describe a normal week. What will the person do on day one? Who will they report to? What tools, vehicles or systems will they use? Are there shifts, weekend work or night work? For oil and gas and shore base roles, say whether the job is offshore, onshore or based at a shore base, and how the rotation works.
Candidates who can picture the job are far more likely to apply, and they are less likely to quit after a month when the reality does not match the advert.
5. Ask only for what the job truly needs
A long list of requirements can scare off strong people. Ask yourself which items are essential and which are simply nice to have. A degree is not always needed for a supervisor role, and a trade certificate may matter more than years of experience for a mechanic.
For skilled trades, consider mentioning training from the Board of Industrial Training or a technical and vocational program. The government has been aggressively expanding its technical and vocational training programs through the Board of Industrial Training, so there are more trained young people than many employers expect. Add “or equivalent experience” when it is true, because this widens the pool without lowering your standards.
6. Leave out the details that do not belong in an advert
Do not ask for a National ID number, bank details or a copy of a passport in the advert itself. Keep your application process simple, such as an email address, a form or a WhatsApp number, and collect sensitive documents later from shortlisted candidates.
Also keep the language neutral. Guyana is a diverse country, and adverts should not specify age limits, ethnicity, or appearance. Stick to what the person needs to do the job.
7. Write it like a person, not a template
Phrases such as “fast-paced environment”, “self-starter” and “team player” appear in almost every advert, so they tell the reader nothing. Write short sentences. Say what the company does in one line. Explain why someone might want to work for you, whether that is training, a stable schedule, a chance to grow or a team that looks after each other.
A simple test: read the advert aloud. If it sounds like a notice pinned to a wall, rewrite it.
8. Post where your candidates already are
Many employers in Guyana still rely on traditional channels, but online reach matters. Facebook is widely used in Guyana and can be effective for job postings, and it works best when your post links back to the full advert. Jobs.gy puts your listing in front of people who are actively searching, so the full details, pay range and closing date should all be there. Job fairs also help. The University of Guyana and several recruitment partners now run events that bring employers and young graduates together, so consider attending if your business is hiring in volume.
A quick checklist before you publish
- The title uses words a job seeker would type into a search bar.
- The location is clear, including whether relocation or transport is provided.
- A pay range is included.
- The daily duties, hours and reporting line are described.
- Only essential requirements are listed, with “or equivalent experience” where appropriate.
- No sensitive personal details are requested in the advert.
- The application method and closing date are clear.
- The language is plain, direct and free of jargon.
A good job advert is an honest one. When candidates know what the job pays, where it is, what they will do and how to apply, they are more likely to apply, and more likely to stay. If you are ready to fill a role, post it on Jobs.gy and reach the Guyanese workers who are looking for their next opportunity.
