How to Write A Job Posting

Attracting the Perfect Candidates

Reeling in your star candidate can prove to be more difficult than you realize. There are many things to consider when writing a job posting: the format, details, readability, and many other subtle factors. To reach that stellar candidate, you must follow these tips.

How to write an irresistible job posting:

• Keep it short and easy to read
• Set a generic tone — not too formal and not too casual
• List the overview and responsibilities of the position
• Focus on what you can offer to the table
• Make the application process simple
• Schedule your posting to gain the most attraction

For additional help, look through this in-depth review to perfect your job posting. Each tip from above will be listed chronologically below with more thoroughness. 

1. Make it Concise and Readable

Keeping it short can save you and your candidate a lot of time. In truth, many candidates tend to skim over job descriptions. Remember that you’re also competing against hundreds or thousands of other job postings that offer a similar position. Making your descriptions short will garner more attention and will make candidates more likely to apply than more extensive postings. 

Examples of having a concise, readable, and compelling posting:

• Make the overall posting have a word limit. It’s suggested to have at least 150 words. For more thorough information, make it around 400-600 words. Treading the 1k mark will make candidates lose interest.
• Write short paragraphs and keep the details brief. A popular and effective choice is to use bullet points with short phrases or sentences. Be as straightforward as possible.
• Create subheadings such as ‘Overview’ and ‘Certifications.’ That way, your information is both organized and capable of attracting a candidate’s eye.

2. Create a Generic Tone

LinkedIn made a study to analyze what exactly rouses a candidate’s attention when it comes to job postings. In this study, they created mock-ups of the same job, each with a different tone: generic, formal, and casual. Having a plan and generic job posting actually yielded better results. Being too formal and technical can lose the interest of a candidate, while also giving them the impression that your company has no human qualities. Meanwhile, a casual and laidback tone actually gave the worst impression on candidates. While it’s important to show personality and empathy, straying too far from a serious tone will make candidates think that it’s not worth applying to. 

Here are ways to keep a plain tone when creating your job posting:

• Keep your language simple and understandable. Only use technical jargon if it’s necessary and applicable. 
• Use hints of casual words to imply that your company is both inviting and friendly to work with. Remind them that you’re human, but do not go overboard with this tactic. 
• A good word of advice when making a generic tone: keep it professional with a side of light-heartedness. The two must blend well together.

3. Focus on the Position’s Requirements

Though it’s obvious, considering that’s what the job posting is about, there are still many ways you can go wrong with this. Some job postings are half-filled with their company’s overview, while the other half is the only relevant information about the position. While it’s important to provide information on your company’s ambitions and goals, candidates are mostly interested in the position itself. If they’re genuinely interested, they will research the company’s site to learn more. 

Tips on having relevant information include:

• Making an incredibly short biography of your company’s goals. One or two sentences are recommended.
• Listing the requirements of the position. Does the candidate need certain personal qualities? Licenses? Certifications? Diplomas? Jot it all down. That way, candidates won’t be skeptical or confused when applying.
• Who is your target audience? Knowing if you’re seeking a contract, full-time, entry-level, or experienced person can help you tailor your posting to the right candidates. 
• The key components that all candidates want to know are the following: compensation, qualifications, and job details. Keep company culture to a minimum.

4. Show Candidates What You Can Offer

Here is where you get to talk about your company’s culture and ethics. Mention enticing incentives and benefits that candidates can get only under your company. This is the chance for you to talk about why candidates should apply. If the company gives notable perks, market it in your posting. If you’re unable to provide benefits such as 401k matching or insurance, market other qualities. Is your company known for leniency and good ratings? Mention that!

You should include, if possible:

• Benefits
• Ratings or reviews
• Career growth
• Salary range

Selling yourself doesn’t only apply to candidates. It goes both ways!

5. Simplify Your Application Process

Job hunters get exhausted when sifting through multiple job postings at a time. Each time, they may have to tailor their resume and cover letters to match what the recruiter is looking for. Simplifying this process by demanding less of your candidates will make them more likely to apply. For example, instead of redirecting candidates to sign up and create a resume on your website, let them apply through the job posting site instead. 

You can simplify the process even more by doing the following:

• No external links to apply. Leave it as an optional choice.
• Do not force them to take a test right away. Not only would you have to go through many results, but it would also discourage some candidates from applying straight away. 
• Do not state how the interview process will work. Mention this in a follow-up email to the selected candidates. While some appreciate the transparency, it also discourages a good amount if the process is hefty.

6. Schedule Your Posting

To make your posting stand out, you would need to upload it at a decent time. Otherwise, it will get lost in the sea of other postings, and then your efforts may be fruitless. Studies have shown that people typically check social media on Monday mornings. Uploading at that time can give you the most traction to your job posting. 

If you’re searching for a way to reach a broad audience with your job posting, consider getting on JobGet! It lets you connect with potential candidates much faster than a typical job posting site. What are your tips for writing a job posting? Tweet us and share! For more helpful content, check out our blog.