job posting assignment

How to Write Effective Job Postings: Job Description and Skills

• Candidate Experience
• Recruiting Strategy
• Job Advertisements

When the right job seeker clicks on your job posting to learn more about the opportunity, you're one step closer to converting them into an applicant. But if your job posting doesn't provide them with the right information, or if it doesn't compel them to apply, they will unfortunately hit the "Back" button instead of applying. With that in mind, your job postings must give your target candidates the information they want and need. The majority of this essential information will be in the Job Description and Skills section of your job postings.

The Job Description and Skills section of your job postings should provide a clear and concise snapshot of what your open position will entail. This way, job seekers can easily understand the key responsibilities, tasks and skills your job requires. By communicating your expectations clearly, job seekers can make better decisions on whether or not they are qualified to apply.

Describing the Position

An effective job description typically contains two components: an overview of the role and the job responsibilities. You should only highlight the most significant information in these sections so that description is succinct and easy to digest. Although content is important in a job posting, job seekers will become overwhelmed and disinterested if you stuff too much information into one paragraph.

Summarize the Role

The position overview is typically written in paragraph form and gives job seekers a general idea of what they’ll be doing day-to-day. Be sure to talk directly to the job seeker rather than saying “the incumbent" or "the right candidate." This will make the job ad feel more personal and encourage your potential candidates to actually envision themselves performing the job.

Keep your statements short, but don't be afraid to incorporate descriptive words to make them more interesting and exciting. You may also want to explain why this job is such a great opportunity and how the role ultimately helps your company achieve its mission.

• Ineffective: The incumbent will handle all receptionist duties including greeting clients.
• Effective: You will serve as the first impression for our executive offices.
• Ineffective: This position is responsible for generating sales and servicing customers.
• Effective: You will actively close sales, provide exceptional customer service, and become an intricate component of our progressive team environment.

List Job Responsibilities

For this section, highlight the five most essential job duties. It’s best to use bullet points when listing job responsibilities so that that job seekers can quickly scan them. Start each responsibility with a "to be" verb rather than an "ing" verb to make your statements more powerful.

• Ineffective : Duties include supporting VP level management and above, making travel arrangements, calendar management, scheduling, procurement, meeting notes, assist in producing powerpoint presentations, filing, typing, setting up meetings to include arrangements for food, etc.
• Manage and coordinate the schedules for executive management
• Make reservations for flight and hotel accommodations
• Perform administrative responsibilities including taking notes during meetings, preparing correspondence, and managing files
• Assist with production of sales presentations
• Assist with special projects as assigned

Make it Easy to Read

An effective job posting will have enough information to appear attractive and thorough, but will avoid highlighting tasks that are not essential functions of the job. A laundry list of skills that are extremely similar should be summarized to avoid tedious reading.

• Ineffective: The incumbent for this job will have experience with Word, Excel, Powerpoint, Access, typing, filing, maintaining file system, data entry, taking notes in meetings, and completing general office duties as assigned.
• Effective: If you're the right person for this opportunity, you will have previous experience providing administrative support to a busy office and using Microsoft Office.

Provide Qualifications and Skill Requirements

Once a job seeker is excited about your job opportunity, they need to find out if they are qualified to apply. Again, use bullet points so that job seekers can quickly scan and assess their eligibility.

Start out by listing the “required skills” for the job. These are skills, educational achievements, and experience that are absolutely necessary to perform the job. Finish the list with your “preferred skills.” These are attributes that may not be mandatory, but are definitely desired in the ideal candidate. Preferred skills might include additional education or experience, a background in a specific industry, or familiarity with using a certain program.

• Ineffective: Bachelor’s degree in a field appropriate to the area of assignment and five (5) years of related administrative experience, including three (3) years of supervisory experience; OR, Nine (9) years of related administrative experience, including three (3) years of supervisory experience; OR, any equivalent combination of education and/or experience from which comparable knowledge, skills and abilities have been achieved.
• Relevant Bachelor’s degree, or equivalent combination of education and experience
• Five years of related administrative experience
• Three years of supervisory experience
• Ability to adapt to a changing environment and handle multiple priorities
• Excellent writing and analytical skills
• Hubspot and Google Analytics experience a plus

Share Organizational Values & Culture

In addition to education and experience, cultural fit is extremely important when it comes to selecting the appropriate candidate for your open position. Use this section to highlight your company's mission, vision and values so that the candidates can gain insight into what your company is all about. Also include key attributes of your company culture and workplace to paint a picture of what it's like to work for you. Finally, list any personality traits that are common among your most successful team members.

Example: At Company ABC, we use our brand marketing expertise to help companies throughout the U.S. establish and promote their brands. When you visit our vibrant office buildings in Scottsdale, Arizona, you will find our driven, efficient, and analytical team constructing strategic solutions for our clients.

Our team members are passionate about growth, innovation and collaboration. We are constantly striving to improve and better ourselves so that we can better support our clients. If you have growth mindset and you thrive under pressure, you are probably a great fit for our team!

Once you effectively describe the job and its required skills, your job posting will clearly communicate the job's expectations to job seekers. In return, the candidates who are right for the position will become more engaged and interested in your job. This will ultimately boost your response quality, and help you get that much closer to finding the ideal candidate you’re looking for.

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19 Key Steps on How to Write a Job Posting

By: Michael Alexis | Updated: April 17, 2024

You found our guide on  how to write a job posting.

Writing a job posting involves describing a job vacancy to attract qualified candidates. For example, the process may involve outlining the key responsibilities of the role. The purpose of these steps is to ensure that the job posting is clear, comprehensive, and appealing. These steps are also known as “composing job vacancy ads” and “creating career opportunity announcements.”

This information on how to write a job posting is similar to hiring tips and strategies  and is one example of crucial HR skills .

This article covers:

• writing job ads
• drafting job listings
• job posting tips
• best job listing tricks
• how to attract good candidates
• writing strong job posts

Let’s get to it!

List of how to write a job posting (steps)

From crafting an engaging job title to detailing the skills required for the role, here’s our list of essential steps on how to write a job posting.

1. Job Post Title Creation

Creating an effective job post title attracts qualified candidates. Your title should be concise yet descriptive. When writing the post, use specific keywords related to the job role. Additionally, avoid using technical terms or corporate jargon. Including the level of seniority in the title is also useful. This step sets the right expectations about responsibilities and experience.

2. Company Introduction

In this section, introduce your company. Crucial details include company size, industry, location, history, and culture. You can also highlight achievements or awards that will impress potential applicants. Finally, explain your mission, values, and culture. This section should inform and excite potential employees about your organization.

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3. Job Responsibilities

This job summary section should be a short snapshot of the role. You should use engaging language, projecting excitement about the role and company. Descriptions should highlight the average day-to-day activities and expectations from the role. In addition, outline any unique responsibilities, like being on-call or having periodic travel. Be sure to emphasize how the role impacts the company. This section is essential, as it tells applicants whether the job is the right fit for them. Clarity and precision can lead to better-qualified candidates.

4. Job Skill Requirements

Defining job skill requirements is one of the most essential parts of identifying the right candidate. You should clearly specify both the hard and soft skills needed for the role. Also, mention if you require any certification or particular proficiency. Too many or too vague requirements may discourage potential applicants. Accuracy and precision attract the right talent.

Here are examples of employee soft skills .

5. Listing Benefits

When writing strong job posts, outlining the benefits can be a game-changer. Benefits can include career advancement, health insurance, and work-life balance. More unique benefits, like extra vacation days or pet insurance, can draw in candidates as well. Such transparency helps attract potential employees who align with the company’s values. These workers are more likely to stay at the company long term.

Read about types of employee benefits .

6. Defining Job Experience

Job experience refers to a candidate’s professional background and skills. Outlining these expected experiences can help workers align with the job role. Potential applicants can decide if they fit the specified requirements. This section also helps employers quickly identify and select qualified candidates.

Pro Tip: Clarify which types of experience are nice to have and must-have for the role.

7. Job Education Required

To attract qualified candidates, it is important to state the educational requirements in a job posting. Depending on the role, you may require a high school diploma, a bachelor’s degree, or specialized certification. Specifying these criteria helps job seekers determine if they meet the qualifications. This transparency saves time for both applicants and recruiters. With this section, suitable candidates are more likely to apply. This targeted approach saves time and enhances the quality of applicants.

Pro Tip: If there is a specific experience you are willing to consider as equivalent to this education, then mention it in this section.

8. Cultural Considerations

While drafting job listings, recognize diverse cultural differences. Your language should be inclusive to appeal to a broad talent pool. Before hiring, you can consider holidays, religious practices, and other cultural norms. Implementing policies that respect these differences can encourage workplace diversity. Fostering cultural diversity can strengthen your team and enhance your company’s reputation.

9. Inclusion of Salary Range

When wondering how to attract good candidates, be transparent by including the salary range in the job ad. Depending on where you are hiring, your state may require this information in your listing. Be sure to check local regulations.

This step attracts candidates who have realistic expectations about pay. Additionally, this disclosure demonstrates that you have a fair, upfront company culture. This environment can be attractive to potential employees. Another benefit is that listing salary ranges helps deter those with unrealistic expectations.

10. Work Environment Description

When writing job listings, give an honest description of the work environment, such as office-based or remote. If applicable, describe physical aspects like the workspace setup and location. You can also mention any notable cultural attributes, like team or independent work styles. Finally, highlight any unique perks, such as on-site services or special events. This part of your ad will give applicants a better idea of your company culture.

11. Application Deadline

The deadline for applying for a job is crucial. This timeline tells candidates when to submit their applications. When choosing the deadline, factor in the time needed to review applications and conduct interviews. A clear and fair deadline attracts qualified applicants who can meet the hiring schedule. Overall, deadlines can make the recruitment process smoother.

12. Job Location Details

When writing job ads, provide specific information about the location. This brief section can detail a specific city, state, or even a remote option. Discussing details like the office environment, amenities, and commuting options can make the job more appealing. Also, offering relocation packages or remote work options can widen your talent pool.

13. Legal Disclaimers

Be sure to include all necessary legal disclaimers in your job posting. These disclaimers protect your company from potential liabilities. Further, disclaimers clarify expectations and obligations for both parties. This section should include fair hiring practices, EEO statements, and ADA accommodations. This process ensures your listing meets federal employment regulations.

14. Employer Statement

One of the top job posting tips is to include an employer statement. The statement sets the tone for the entire job posting. This section should clearly share the company’s mission, culture, and values. This step promotes transparency and allows potential applicants to learn about the work environment.

15. Conclusion and Call to Action

When concluding a job posting, it is important to include a final section and an appealing call for action. First, summarize the main parts of the job description, emphasizing the benefits of the role. Then, urge suitable candidates to apply. You should provide clear instructions on how to submit applications and cover letters. Further, reiterate any deadlines in this section. A persuasive call to action is one of the best job listing tricks. This call can inspire potential applicants to proceed with the hiring process.

16. Job Post Editing

Effective job post editing helps attract the right candidates. You can start by reviewing for clarity. Responsibilities and qualifications should be well-defined. Next, check for grammar and spelling errors, and confirm the tone matches your company culture and guidelines. Finally, ensure the listing is approachable. Too much information or jargon can dissuade job seekers from applying.

17. Job Post Publishing

Posting a job involves a few simple steps. First, decide which posting platforms you would like to use. Examples include Indeed, LinkedIn, Facebook, or X. If necessary, create an account, and follow the platform’s guidelines when publishing. Next, accurately input the listing. You can include an attention-grabbing title to enhance visibility. Once live, candidates checking these platforms will have access to your posting.

18. Follow Up Plan

Crafting a compelling job posting involves creating a clear and effective follow-up plan. This plan should outline the steps to take after the initial posting to engage with potential candidates. Following up promptly and professionally can help maintain interest and show professionalism. Internally, you can set specific timelines for follow-up actions. This step ensures consistency and shows respect for candidates’ time. A well-thought-out follow-up plan is crucial for attracting top talent to your organization.

19. Feedback Collection

Collecting feedback on a job posting is essential for improving recruitment. After posting the job, monitoring the response can help you write future ads. You can use metrics from the job posting platform, such as tracking the number of views and applications received. Additionally, candidates can provide feedback by filling out a brief survey at the end of the application process. This feedback can offer valuable insights into the effectiveness of the job posting. From there, you can create more successful listings in the future.

Final Thoughts

Writing strong job postings can significantly improve your recruitment process. These ads help you attract more qualified candidates, reduce time-to-hire, and find the best fit for your company. Clarity, detail, and appeal are key in creating effective job postings.

Next, check out our posts on applicant tracking systems , common interview questions , and virtual career fair tips .

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FAQ: How to write a job posting

Here are frequently asked questions about how to write a job posting.

What makes a good job posting?

A good job posting is clear, concise, detailed, and appealing. This ad should accurately represent both the position and your company. In addition, listings should entice potential applicants with compelling language.

How do you reach more candidates with a job posting?

To reach more candidates with a job posting, you can use several platforms like LinkedIn. You can also optimize your post with relevant keywords so it appears in search engine results.

How do you write a job posting that stands out?

To make your job posting stand out, include unique benefits or perks offered by your company. Examples include flexible working hours or opportunities for professional development. Further, avoid too much jargon and use an approachable tone.

What information should you include in a job posting?

A job post should include information about the role itself, necessary qualifications, and details about the company. Ads should also include application instructions.

How do you write a job posting to attract qualified applicants?

To attract qualified applicants, ensure your job posting is clear about the qualifications required. Where necessary, use industry-specific language and highlight unique opportunities.

Author: Michael Alexis

CEO at teambuilding.com. I write about my experience working with and leading remote teams since 2010.

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Resources How to Write a Job Posting to Attract Candidates in 2023

How to Write a Job Posting to Attract Candidates in 2023

• Posted on August 31, 2023
• by Natalie Morgan
• Use a job title that job seekers are searching for
• Stand out from the crowd by leading with benefits
• Include compensation or a compensation range
• Highlight your company culture
• Give an overview of the position
• Accurately describe the responsibilities of the role
• Include the most important qualifications

Your job posting is your first official gatekeeper, the first impression you make on job seekers, and the first step in finding a new member of your team. So you want your job description to be clear: here’s the job, here’s who we are, and here’s what we’re offering. 

By writing a compelling and concise job posting, you’ll get those quality applicants through the door. If you’re too vague in the job post, you might get quantity, but not necessarily quality — which means you’ll just have more candidates to sort through who may not be qualified. 

In this post, we’re sharing step by step instructions for writing a job posting that attracts and converts job seekers, and helps you make hires for your team.

Free job description templates

Fill out the form below to download free job description templates written by the Hiring Experts at CareerPlug. You’ll find job descriptions for common positions in a variety of industries.

Free Job Description Templates

Make writing your next job description quick and easy by using one these templates created by our Hiring Experts. Our job descriptions are created with best practices in mind to help you write a description that attracts and converts job seekers.

Tips for writing a job posting  

Use a job title that job seekers are searching for 

This seems like a no-brainer, right? But there are best practices to keep in mind, even when writing something as basic as your job title. 

Most importantly: make sure you choose a relevant job title . Avoid using quirky terms like “rockstar assistant” or “sales ninja” or “marketing guru.” Your job title should be something that the employee could put on a business card or LinkedIn profile. 

Keep in mind what keywords applicants would use on search engines like Indeed and what job titles would sound more attractive. It’s important to optimize your job title for search because the title is what people will click!

Remember that there are certain practices that may cause job boards to flag your posting. Here are some tips to help keep your job title compliant with their rules:

• Avoid symbols  
• Don’t use phrases to create urgency in the job title (like “Hiring ASAP”) 
• Don’t use all caps
• Don’t list the dates/times of shifts in the title
• Avoid unnecessary descriptors in the title 

Stand out from the crowd by leading with your benefits 

In today’s competitive labor market, it no longer works for job descriptions to simply be a laundry list of requirements. If you really want to attract the most qualified candidates, you also need to use the job posting to do some selling and tell them why they should work for you. The best way to do this is to list the benefits and/or perks!

If your job is similar to those offered by your competitors, the benefits/perks you offer may swing a candidate in your direction. Also, your benefits may even generate more applicants for your company.

Here are some benefits you might want to include in the job posting if your company offers them:

• Health insurance
• 401K Matching
• Vacation rules – list this if you think your paid time off benefits are similar to or better than your competition
• Social events
• Free lunches
• Casual dress code
• Sponsored education

Include compensation or a compensation range 

We recommend including the job’s compensation —or a compensation range —on the job posting. This sets expectations up-front and helps ensure that you receive applicants you can afford. 

It wastes a lot of your time if you’re $50,000 off from a candidate’s expectations. Of course, it’s also appropriate to ask when interviewing, but you should include compensation in the job posting even if it’s just a wider range. 

Including compensation in a job description also helps it show up in job board search results. On many job boards, job seekers can search for jobs within salary ranges. If you’ve entered your compensation range, your job is going to show up more appropriately. This can be a great tool for elevating the quality of applications you receive. 

Highlight your company culture 

Your job posting is essentially an advertisement, so use this as an opportunity to sell your company. If applicants find your job posting on a job board instead of your company’s website, you’ll want to sell them on who you are with a brief elevator pitch. 

Craft your introduction to appeal to your target audience. Make sure to highlight core values , perks, and company culture but always be truthful in how you represent your company. Setting false expectations will prohibit you from finding a good fit.

Give an overview of the position 

Keep it concise! This short job position description should be a high-level overview of what this role is all about, what impact they will have, what other teams or positions they are going to be working with, and what an ideal candidate would look like. 

The key for this position description paragraph is leading with impact.  Obviously things like benefits and compensation are very important for any job seeker, but people want to feel like what they’re doing matters, it has significance, and it’s valued at your company. 

What metrics are they affecting? What clients are they taking care of? How are they going to matter at your organization? Sell them on that up front. 

Here’s an example of a job position description for a server: 

Servers bridge the kitchen and our guests, ensuring that the food is out and the guests at each table are happy. Our servers are always organized, calm, and friendly, going above and beyond to make sure their tables have the best experience.

Accurately describe the responsibilities of the role 

Now that you’ve completed the company and job position overviews, it’s time to get into the details: the job responsibilities. When writing job responsibilities, focus on including as many essential details as possible.

Here are some tips to writing clear and comprehensive job responsibilities:

• Use action words: Words like provide, work with, prepare, and assist help candidates get a sense of what they will be doing on a day-to-day basis.
• Be detailed but not rigid: Unless a certain software or tool is absolutely necessary to use to complete a task, focus on telling candidates what they will be doing not how they will be doing it.
• Make sure expectations are clear: Consider including how often a task will be performed or what percentage of time employees should spend on tasks.
• Include company standards: Ensure the candidates you seek will be compliant with brand standards by including responsibilities that maintain the integrity of your product or service.
• Add skills when needed: If your job is highly technical, add phrases such as “use analytical skills” or “use critical thinking skills.”

While you want to be detailed about the responsibilities the job entails, you don’t want to list the entire scope of their job duties. Keep it concise. Seeing a list of 20 bullet items can be overwhelming for anyone. We recommend sticking to a list of 5-8 major responsibilities.

Include the most important qualifications 

Qualifications can fall into two different categories: quantitative and qualitative. Quantitative qualifications include degrees, years of experience, industry knowledge, and the ability to perform certain skilled tasks. Qualitative qualifications, which can be just as important, include skills such as teamwork, time management, being friendly, or being optimistic.

As you decide which competencies and skills are necessary for your job, consider splitting them into two categories:

• Minimum qualifications: What is the degree, experience, or ability to perform a job needed at a minimum?
• Preferred qualifications: These are qualifications or skills and competencies that you would like to see in an ideal candidate, such as experience in a SaaS company.

Once you decide on your qualifications, try to offer alternate qualifications if possible. For instance, let’s say you are hiring for a General Manager at a franchise and you would like 10 years of experience managing in your industry. You might be willing to take on someone who has managed 15 years in another industry because they may not have the industry knowledge but they do have the management skills you require.

To sum it all up: Elements of a great job posting 

You’ve learned the basics. Now take it a step further!

Why write a good job description when you can write a GREAT job description – one that helps you attract more and better candidates! We’re explaining everything you need to know in our Ultimate Guide to Effective Job Descriptions. Download your copy now.

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How to Write a Job Posting That Attracts Top Talent

In the exciting world of business growth, the pursuit of exceptional talent never takes a back seat. Crafting a job post is more than just a task to check off your list. It’s about creating a beacon that attracts the best candidates for your open roles.

Here, we share 9 tips for how to write a job ad that is clear, concise, and downright magnetic. Let’s roll.

Table of Contents

Why does writing a great job description matter, 1. create a candidate persona, 2. how to write job titles, 3. include a salary range in a job post, 4. how to write the job posting description.

• 5. Share the Job's Responsibilities
• 6. Specify the Job's Requirements

7. Share Why Your Company Is a Great Place to Work

8. share the interview process, 9. make your job post more impactful, job post template.

As job seekers embark on their quest to find that perfect role, they crave opportunities that resonate with their aspirations and values. A job post light on specifics will not get people fired up to apply. After all, who wants to spend their precious time on something that might not match their career dreams? That’s the importance of knowing how to write a job posting that offers a tantalizing glimpse of your open role. It is an essential skill whether you’re hiring your first employee or 100th.

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Job posts that sparkle highlight the traits and qualities essential for the role and your company. A detailed candidate persona that delves into communication preferences, motivations, goals, qualifications, and soft skills can prove invaluable.

What is a candidate persona? It’s essentially an internal document—a semi-fictional profile outlining all the attributes and qualities the ideal candidate for a specific role should possess.

When learning how to write a job posting, profiles like these ensure you target the right people, saving you time and precious resources. Creating personas involves research—here’s what to know.

Analyze Your Current Top Performers

Take a moment to consider the star players in your organization. What’s the secret sauce that makes them shine? And don’t stop there—think about what makes them blend seamlessly into the team. How do they interact with their colleagues and the company as a whole? 

Interview Hiring Managers and Team Members

Work with colleagues to review the essential skills required.

• Clarify job requirements : Speaking with hiring managers and team members lets you understand the specific skills, qualifications, and experience needed for the role. 
• Align expectations : Discussing the role with those working closely with the new hire ensures that all understand the expected responsibilities and outcomes.
• Improve recruitment strategies : Insights from your hiring managers may reveal where to source candidates and what specific qualifications to prioritize.

Define Your Ideal Candidate

The next step is outlining all the attributes, qualifications, and characteristics you seek in the person filling your open role. Consider what personality traits are valued most in certain hires. Remember to keep diversity and inclusion in mind—candidates from different backgrounds and experiences will enrich your team’s perspectives.

• Skills : Determine the technical skills, industry knowledge, and experience necessary for the role.
• Adaptability : Some roles require people who can pivot quickly and adapt to new challenges and changing circumstances. 
• Work style : Consider if your ideal candidate needs strong collaboration skills, can work autonomously, or both.
• Communication : If writing, verbal, and active listening skills are critical to the job,  include the why and how in your candidate persona.
• Leadership potential : A candidate with leadership qualities could benefit your team even in non-managerial roles.
• Problem-solving : Consider the issues and creative solutions for which the person in the role will be responsible and include the traits required to address them.
• Core values : Let’s say your company’s official motto is to think big and move fast—you’ll want candidates who can keep up.

Wize Tip: When searching for that dream candidate, remember that you’re not just searching for someone with the right qualifications for the job. You’re also looking for a good egg. Having empathetic team members who understand your company culture contributes to a healthy work environment.

Although crafting clever, overly inflated titles can be enjoyable, they reduce the number of people applying for a position because they lack clarification. Instead, write straightforward, industry-standard job titles that convey the role’s responsibilities and level within the organization. 

Examples of ambiguous job titles compared to industry standard terms:

• Chief Chatter Officer (social media manager)
• Digital Dynamo (marketing lead)
• Director of First Impressions (front desk associate)

Tips for Writing Job Titles

Consider how a job title helps job seekers and current employees better understand different roles and duties within a company.

• Responsibilities : The job title should accurately reflect the essential responsibilities and duties of the role. 
• Hierarchy: Titles reflect the hierarchical structure within your organization— Manager, Director, or Coordinator indicate levels of responsibility and authority.
• Legal compliance : Ensure your job titles comply with legal and regulatory requirements, such as equal employment opportunity laws. 
• Global considerations : If your organization operates globally, consider cultural differences and language nuances when choosing job titles. 

Wize Tip: Many job seekers view overly flashy titles in job posts as an attempt to make lower-paying positions seem more enticing.

According to a recent survey, nearly every respondent said they want companies to include salary ranges in their job postings. Over half of those surveyed indicated they would only be willing to apply for a position with pay transparency .

Analyze Your Market

You might wonder how to determine salary. The best starting point is to create a compensation philosophy .

First, thoroughly analyze the role and current job market to create a salary range that attracts applicants. For instance, a competitive salary in Texas might not align with market norms in New York. 

Additionally, benchmark against salaries in similar roles to gauge a fair compensation range. When establishing this range, aim to maintain a reasonable gap of under $20,000 between the minimum and maximum figures. A narrower range shows transparency in your compensation practices, helping candidates better understand what to expect.

Wize Tip: Many states, including New York, Washington, Nevada, California, Nevada, Maryland, Rhode Island, and Connecticut, require pay transparency in job posts.

The summary introduces the role’s purpose by providing a high-level overview in around seven sentences. It outlines core responsibilities and essential skills to give job seekers a basic understanding of the position.

Suppose you are writing a summary for a Front Desk Associate working at a hotel. It may look something like this:

Job Description

As a Front Desk Associate, you’ll thrive in an independent role. You will work autonomously, showcasing your excellent communication and customer service skills in person and on the phone. Attention to detail and multitasking are key. Your role involves welcoming residents warmly, adeptly handling emergency response procedures, and maintaining security systems while keeping precise records.

5. Share the Job’s Responsibilities

Sharing responsibilities aligns expectations and helps filter applicants. Being transparent provides a long-term benefit that can reduce turnover and improve employee satisfaction.

Quick tips for getting started:

• Assess the actual day-to-day tasks and responsibilities associated with the role.
• Consider the workload and ensure it’s feasible for one person to handle.
• Avoid overloading the job description with tasks that are optional to the role.
• Organize responsibilities based on their importance and frequency.
• Include soft skills, such as communication, teamwork, and leadership.
• Align the duties with your organization’s broader goals and mission.

Here’s an example of how to write responsibilities for a Front Desk Associate:

Job Responsibilities

• Extends a warm welcome and guides residents and guests
• Handles guest reservations, inquiries, and requests 
• Provides information about hotel services, facilities, and attractions
• Manages and supervises security systems and access to hotel
• Reacts promptly and effectively to emergencies
• Takes charge of resolving complaints and issues
• Contributes to a positive workplace culture
• Fosters a culture of exceptional guest service

6. Specify the Job’s Requirements

Prospective candidates want to know you are looking specifically for them. And nothing makes a better connection with job seekers than clearly articulating qualifications for the role. 

Is your role open to people new to the industry? Or do you need someone more seasoned? Address how many years of experience you’re searching for and in what capacity. For instance, if you need an experienced Guest Services Manager, you might look for someone who has held a managerial role before, in addition to years spent in guest services. 

In many cases, any new hire should bring knowledge to their team. Detail job-specific or industry-specific expertise in the job ad to increase the number of applicants who can make significant contributions. Remember to distinguish between preferred and essential qualifications. It will inspire more candidates to apply by removing potential barriers.

Spell Out Required Education and Licenses

Some jobs require a bachelor’s degree; others require advanced degrees, licenses, or certifications. Specifying the education and licenses needed in a job description is essential for transparency, legal compliance, and efficiency in the hiring process.

Using the Front Desk Associate example again, here’s what outlining qualifications and education looks like.

Job Requirements

• High school diploma or equivalent, though it’s not mandatory
• College-level courses in business or hospitality are a plus
• Candidates should bring two (2) to three (3) years of relevant experience
• Computer literate, with a good grasp of information system hardware and software, is highly regarded
• Effective written and verbal communication skills are a must
• Multiple language fluency is desirable
• Exceptional customer service, communication, and interpersonal skills are essential for this role

Of course, your company is awesome—now’s the time to let job seekers know, too. It’s the secret sauce for making a stellar impression that sets you apart from the competition. So, go ahead and spill the beans.

Talk About Your Company’s Values and Mission

Research from Gartner found that people want to feel their work has value and meaning. Sharing your company’s values and mission statement helps job seekers understand your company’s purpose. You can also share how employees are encouraged to embody your values and mission, fostering a culture that reflects the company’s principles and vision. Don’t forget to mention if your office is remote, hybrid, or in-office.

Share Your Company’s Size

Many job seekers prefer specific company sizes. Typically, mid-sized and larger companies offer structured roles, clear career paths, and chances to specialize, but it might make some candidates think they would get lost in the corporate jungle. Conversely, smaller companies let you roll up your sleeves, be part of a tight-knit team, and wear many hats, but growth opportunities might be limited. No matter the size of your company, you can also dispel common beliefs about company size in your job post.

Mention Company Perks 

Perks can help sweeten the deal when seeking the best candidates. So don’t forget to reference them in your job description. Does your company offer work-from-home days? How about office lunches? Are your offices dog-friendly? You never know what might resonate with a candidate and make them decide it’s time to apply.

Mention Your Company’s Recognition and Awards

By showcasing the awards and honors your organization has earned, you underscore its commitment to excellence and reinforce your credibility as an employer of choice. 

Specify Your Benefits

Salary isn’t the only thing that can excite job seekers. The Pew Research Center also found that 62 percent of workers say paid time off (PTO) is crucial to job satisfaction. Many workers also prioritized employer-paid health insurance, employer-sponsored retirement benefits, and family or medical leave.

Returning to the Front Desk Associate role, here’s an example of what to write.

Values and Benefits

Join our award-winning boutique hotel, where work is fun and fulfilling. We’re a passionate team known for creativity and exceptional guest service. Enjoy growth opportunities, a unique environment, and our commitment to innovation and community engagement. Be part of a team that celebrates your passion, creating memorable guest experiences and lasting team memories.

As a full-time associate, you’ll enjoy a comprehensive benefits package, including medical, dental, and vision coverage options. You’ll also have access to time-off benefits, paid holidays, and a 401k plan with a company match. Some occasional travel is necessary for training and company events.

Every candidate who applies for a job is eager to hear back about their application’s progress. Your job post is an opportunity to provide insight into your recruitment process and set expectations for what comes next and when. In a few short bullet points, you can detail what the interview process will look like and its timeframe. Do you only have the capacity to respond to some applications? Make it clear in your job post.

• Initial screening : Briefly mention the initial screening step, which HR or recruiters usually conduct. 
• In-person or virtual interviews : Share that successful candidates will move on to in-person or virtual interviews.
• Assessment tests or tasks : If applicable, mention any assessment tests, tasks, or assignments candidates must complete. 
• Final interview: If your process includes a final or panel interview, mention it and explain its significance. 
• References & background verification : State that reference checks and background verification may be part of the process.
• Timeline : Provide a general timeline for the interview process, including when to expect the decision to be made.

Now that you know how to create a job ad, here are extra bonus tips for reference.

• Vivid verbs : Replace common verbs like “manage” or “handle” with more descriptive action words like “orchestrate,” “implement,” or “optimize” to paint a clearer picture.
• Specify skills : Instead of saying “strong communicator,” specify the type of communication required, like “concise technical writing.”
• Quantify achievements : It is better to say candidates should have experience boosting quarterly sales revenue by 20% instead of just saying sales skills.
• Be specific about technologies : If the role involves particular tools or technologies, name them rather than using generic terms like “industry-standard tools.”
• Focus on outcomes : Instead of saying “manage projects,” say “drive projects to successful on-time completion” for clarity.
• Include growth opportunities : Mention opportunities for career growth and development within the company to attract ambitious candidates.
• Avoid jargon : Minimize industry jargon and acronyms, and explain any necessary terms to ensure clarity for candidates from varied backgrounds.
• Be inclusive : Use inclusive language to attract a diverse pool of candidates and promote diversity and equity within your organization.

Use this example to get started

When choosing a job title, aim for one that captures the essential responsibilities and duties of the role. 

It offers a concise overview, providing prospective candidates with a foundational understanding of the role. It highlights key responsibilities and necessary skills to clarify the position to attract the right people.

Creating a compensation p hilosophy will help you establish salary.

Evaluate the daily tasks and responsibilities linked to the role. Prioritize essential duties over optional ones and arrange them by importance and frequency. Incorporate soft skills like communication, teamwork, and leadership here.

Share if the candidate needs a degree, an educational background, and years of experience in a specific industry. Also, include if the candidate needs proficiency with particular tools or methodologies and soft skills like communication and collaboration.

Share why your company is a great place to work and all of its perks and benefits.

Interview Process

Share your interview timeline. Let candidates know when they can expect to hear back, how many rounds of interviews to expect, and if an assessment test is required.

Growing your company is an exhilarating journey, but it can come with its fair share of challenges, starting with how to write a job posting that atracts the right people. Remember, the research and effort you put into creating an irresistible job post can make top talent come to you, saving time and energy in the long run.

Deirdre has more than 20 years of experience in content creation, leading creative teams and producing engaging online experiences. With a strong background in content marketing, she is committed to delivering valuable and captivating content to Wizehire's audience, going beyond recruitment tips.

Deirdre Sullivan

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How to Write a Job Posting That Attracts the Right Candidates

In today’s talent market when job seekers are constantly seeing hundreds of job ads all over the Internet, you need something special to stand out. A well-crafted job posting can be the difference between attracting top talent or being overlooked.

In this article, we'll walk you through the steps on how to write a job posting that stands out, including best practices and promotional strategies. Learn how to showcase your company, detail the job requirements, highlight candidate benefits, and outline the hiring process to ensure you attract qualified applicants.

How to Write a Job Posting That Stands Out?

To write a great job posting, you need to answer 5 questions every candidate has in mind when looking at a job ad:

What is the job?

Where is your job located?

Who is your ideal candidate?

Why would someone want to work for your company?

How can interested candidates apply?

Then you need to turn those answers into a properly structured job posting which usually contains the following aspects:

Job title and location

A brief engaging intro, role description, compensation, perks and benefits.

Job requirements (must-haves and nice-to-haves) 

Let’s break down each of them to see how to do it right:

Job title and location are the first pieces of information a candidate sees when they look and a job ad and are crucial for whether or not they will even consider reading it. 

Clearly state whether the position is remote, hybrid, or requires physical presence in an office. This information is crucial for candidates considering relocation or those who prefer remote work and filter their search only for remote jobs. 

In some roles, defining the seniority of the position is also necessary to attract qualified candidates - for example, an ad for " Senior Financial Data Analyst " emphasizes the need for more experienced candidates, requiring a more advanced skill level.

Consider this part a hook that engages the candidates and makes them want to continue reading the ad. To be able to do that, it needs to tease them with a glimpse of information that they will find interesting and make them want to learn more about it. Let’s see how KPMG did this part:

KPMG  started the job ad off with a brief intro giving a general overview of the candidates this role might be suited for but in a way that focuses on the benefits of the job – “flexible working hours”,  “working from home anywhere in Bulgaria” and making this opportunity all about them – “...Open for You.”

This is one of the essential parts of every job ad. You should describe the responsibilities that come with the position in a way that points out the highlights of the job and how they can be beneficial for the potential employee. 

Don’t just write down every little task that the position brings, as it only puts an unnecessary “burden” on the candidates before they even apply. The goal here is to give a preview of the role and what they might expect from it if they are hired - it should encourage them to apply, not scare them away.

In their ad for an Associate Manager, DoorDash titled this section “You’re excited about this opportunity because you will…”, putting the candidate first and emphasizing the opportunity to work on multiple important aspects of the job while gaining valuable experience: 

Need inspiration for job descriptions? Explore 600+ proven job description templates for free.

Pay transparency has more than doubled in the last few years and it’s for a good reason.  Transparently listing the compensation range not only builds trust but also filters out candidates with mismatched salary expectations saving time both for them and the employer, which makes it a clear win-win. 

Along with a pay range, include information on perks and benefits, such as health insurance, retirement plans, career development opportunities, and work-life balance initiatives. 

Salesforce did a good job in their job advert for a BDR:

They pointed out the salary and bonuses right at the top of the section, followed by emphasizing support, additional benefits, wellbeing incentives and, training and development opportunities. 

Related:  What Benefits Can Help You Attract and Retain Employees?

Job requirements

In every job description, no matter the level, it is essential to list the essential skills, experience, and educational qualifications needed for the job. Be specific to ensure you attract candidates who are capable and qualified. Make sure you’re clear and concise with this but also make it a bit friendly so the candidate doesn’t feel overwhelmed with the information.

KPMG presented this in an “About You” section defining the ideal person for the job in a nice and friendly way.

Also, it’s always good to split the “must-haves” from “nice-to-haves”. When job seekers can easily identify the essential requirements, they're less likely to be overwhelmed by a long list of qualifications that might not all be critical. 

This way, candidates who meet the core criteria are encouraged to apply, even if they don't possess every single desired skill. It opens the door for a wider range of applicants, including those who might be a great fit based on their foundational skills and potential for growth, rather than having every box ticked from the start.

Best job posting examples [+Job posting template]

Now that we’ve explained how to write a good job posting, let’s give some examples. To be specific, we are going to give a couple of job ad examples for each of the following segments:

1.      Example for startups

2.      Example for big companies

3.      Example for high-velocity roles

Example for startups 

Startups are dynamic and often look for versatile, entrepreneurial individuals who are ready to wear multiple hats and thrive in fast-paced environments. The language used should reflect the energy, innovation, and ambition of the startup culture.

Founding Engineer at Wasp

Hi! We are Martin and Matija, founders of Wasp - a programming language for building web apps with 10x less code. We were part of Y Combinator and recently raised our seed round from several US & EU deep tech funds (more details on TechCrunch) and early engineers from Facebook, Twitter and Airbnb. We are looking to hire very first engineer(s) to join our team!

• build the future of web app development while working on the wide range of exciting topics (FE/BE/Infra, language design, compiler development, functional programming, ...)
• work alongside experienced ex-Google and Palantir engineers and experience first-hand all aspects of building and growing a deep-tech company
• have a key role in creating our engineering-first culture, defining best development practices and further hiring
• Whave fun while doing what you love (which is of course programming)
• you are: an experienced generalist with web dev experience who is passionate about their work and want the impact and flexibility of working in a startup

→ See the full job advertisement from Wasp

Why we think this ad worked:

The ad begins with a clear presentation of the compensation range and equity offer, along with the job's remote working parameters. 

The founders introduce themselves and provide a brief background on Wasp. Mentioning their Y Combinator backing and seed funding attracts attention and adds credibility, while the inclusion of endorsements from early engineers at Facebook, Twitter, and Airbnb builds further interest.

The ad effectively communicates what the candidate will be doing, the technologies they will work with, and the impact they can have. 

Inclusivity and openness to learning: By stating that it's not a problem if candidates haven't used Haskell yet, the ad opens the door to a wider pool of applicants. 

The ad stresses the opportunity to have a key role in creating an engineering-first culture and to define best development practices. 

Providing detailed information about the product, its development stage, and its reception helps candidates understand the project's scope and success. 

The section on "Who we are looking for" clearly outlines the desired qualifications and characteristics of the ideal candidate.

The ad concludes with compelling reasons to join Wasp, emphasizing the unique opportunities the role offers, from designing the future of web development to working with top-tier engineers and contributing to open-source software (OSS). 

The inclusion of fun facts about the founders adds a personal touch that humanizes the company leaders, making the company more relatable and appealing to potential candidates.

Ending the ad with a direct invitation to reach out and providing contact information simplifies the application process for interested candidates.

Overall, this job ad is a strong example of how to attract the right candidates by being clear, engaging, and informative, while also showcasing the company culture, values, and the unique opportunities the role offers.

Examples for bigger companies

For big companies, job postings should reflect the brand's authority while highlighting opportunities for growth and impact within the organization.

Here’s an example from Spotify’s ad for a Consumer Marketing Manager :

The ad clearly outlines what the job entails, such as strategy development, creative planning, and execution, which helps candidates understand the scope of the position and self-assess their fit.

By emphasizing Spotify's commitment to diversity, inclusivity, and innovation, the ad appeals to candidates who value these qualities in the workplace. It invites applicants to bring their personal experiences and perspectives, reinforcing Spotify's image as an employer that values diversity.

The advertisement outlines an attractive benefits package, including extensive learning opportunities, flexible share incentives, global parental leave, and more. 

The ad concludes with a brief overview of Spotify's mission and its impact on the music and podcasting industries.

Overall, this job advertisement is effective because it combines detailed role information with insights into the company culture and values, making it clear what Spotify is looking for in a candidate and what it offers in return.

Let’s see another example by Bolt:

The ad provides a comprehensive overview of what the role entails. By stating that no previous experience with Node.js is needed, it opens the position to a broader range of applicants.

Bolt emphasizes its commitment to creating an inclusive environment right at the beginning, thus attracting a diverse applicant pool.

The ad includes a brief about the company, highlighting its rapid growth and impact across Europe and Africa, which serves to attract candidates interested in making a significant impact. 

The section about what Bolt is looking for in a candidate is well-detailed, outlining not just the technical skills and experiences desired but also the personal attributes and mindset that would make a candidate successful in the role.

Bolt encourages applications from individuals who may not meet every single requirement but have the potential to excel. This approach widens the talent pool and emphasizes the company's value on overall potential and character.

The job ad outlines the benefits of working with Bolt, including the impact of the work, opportunities for professional growth, competitive salary, stock options, hybrid working mode, and wellness perks.

The straightforward application process, with clear fields for personal information and the option to upload a resume and cover letter, makes it easy for interested candidates to apply. The mention of accommodation for applicants with disabilities further underscores Bolt's commitment to inclusivity.

Overall, this job ad is effective because it combines detailed role expectations with insights into the company culture and values, clearly communicates the benefits of the position, and encourages a diverse range of candidates to apply. It's structured to attract skilled individuals who are not just looking for a job but are motivated by Bolt's mission and the impact they can have.

 Example for companies hiring in high-volume 

See how Amazon did it with their ad for a Warehouse Associate:

The ad provides a detailed overview of the job, including daily responsibilities and physical requirements.

This job advertisement features a video preview of the position, describing what the job is, mentioning working conditions and benefits and encouraging the candidates to apply. A great way to present the role and help candidates visualize it, especially for high-volume roles like this one. 

Mentioning the pay rate ("Up to $18.25") upfront is an effective strategy for high-volume roles, as compensation is a critical factor for many job seekers. 

The ad highlights various shift options and schedule flexibility, appealing to a broad audience with different availability.

Listing benefits such as healthcare, parental leave, 401(k) savings plan, and employee discounts makes the position more attractive.

By describing the work environment, including safety protocols and physical conditions, candidates can better assess if they can work comfortably in such settings.

The commitment to a diverse and inclusive workplace, with an equal opportunity employer statement, broadens the appeal of the ad, encouraging applications from a diverse range of candidates, which is essential for high-volume recruiting.

The ad concludes with clear instructions on how to apply and provides additional resources for candidates who may need accommodations or have specific questions.

Overall, the job ad is well-crafted to attract a high volume of candidates by being clear, informative, and inclusive, while also highlighting the benefits and opportunities available to potential employees. This combination of factors is key in drawing interest from a wide pool of job seekers, making it an excellent example of high-volume recruitment advertising.

Let me save you the trouble of structuring your job ad and writing everything from scratch. Here's a free job posting template you can download and use to create your next job advertisement: 

→ Download free job posting template  

How to promote your job ads?

You’ve created your job posting and now it’s time to put it out there and make sure it catches the attention of the right candidates. Let’s go over a few effective ways to attract more candidates to apply.

Job boards are a great way to get a lot of candidates fast for any industry, as there are thousands of different platforms across the web. However, if you’re a company hiring a lot of candidates in multiple locations or hiring for skilled remote roles, finding all the relevant job boards you could use and posting each job individually seems like a pretty demanding task.

Luckily, there is a hack you can use to save your time drastically. If I were a company looking for a back-end developer , I’d be looking to hire remotely.

Once I finish writing my job ad and make sure it ticks all the boxes for a good ad, I’ll use TalentLyft  to get access to over 2500 premium global job boards ranging from general to industry-specific.

I want to pick 3-4 best IT-specific job boards to publish to. The position is remote so I’m not going to set a specific location but if you’re hiring for specific locations, you can do that too.

For my job I’m going to go with DjangoJops , Relocate.me and Codeally.io . As you can see, all the info about each job board is there – who is it for, the locations it encompasses, the time to process the ads, and a link to the board’s website:

All I need to do here is click on 'Add to campaign' on each of them and click ‘Review & Publish’. My job is now published and all the applications I get on there are going to show in my Analytics.

You can apply the process for any other industry as well.

Here’s another example.

Let’s say I’m hiring medical assistants for my hospitals in Berlin, Germany. I do not feel like researching tens or hundreds of job boards and channels to find the ones that I like. Instead, I’m just going to select Recommended channels and all the channels that are the most relevant to my position will appear. 

TalentLyft recommends individual channels as well as bundles of job boards I can leverage to save money. For example, I can choose to advertise on LinkedIn , Stellenanzeigen  and Monster  Premi um  at 44% discount which are some of the most used channels for advertising jobs in Germany. I just click on the ‘Add to campaign’ and advertise on all three in a single click.

However, if I want to get a bit more specific and look for some job boards specialized for my industry, I’ll set the location and industry according to my needs. 

I now only have German job boards specialized for hiring medical professionals. Pfegejob.de  and mfajobs.de seem like the most reasonable options, considering their price and specialty so I am going to simply add them to the campaign.

There’s also this one thing – what if I already have an existing contract with a job board where I negotiated better prices?

It’s simple. In the advertising dashboard, I’ll go to My Job Board Contracts. This is where all my existing contracts with job boards are stored. I want to add a new contract that I negotiated with Stepstone, a popular German general job board, so I’m just going to go to My contract settings and add a new contract.

This requires filling in some data regarding the details of the contracts. After I do all that, the option to publish on Stepstone will appear in my contracts and I can easily publish there in one click just like all the other boards, but for a better price.

Social Media

Social platforms are a powerful method for sharing and promoting job postings due to their wide reach, targeting capabilities, and interactive nature. There are a couple of strategies I want to show you.

First and foremost – organic. Especially if you’re looking for a niche role with very specific qualities. If you have a large audience following you, it can be a great way to get high-quality candidates.

Steven Bartlett leveraged his large audience on LinkedIn to try and find the right person to join his team. It’s not for any specific position either, but anyone with the qualities and aspirations he believes make a great fit for any position within his company. 

This unique way of presenting his ideal candidate and the personal tone definitely paid off big time - it got almost 3000 comments of people expressing their interest, and thoughts and tagging other people as well as 1700 reposts. A perfect way to make a job ad go viral and attract the right audience, while not spending a dime!

Even if you don’t have a big audience or you’re not a major influencer (yet), you can still use this strategy and drive excellent results. Post your job ads on there and ask for help from others to share your posts or refer someone from their networks. Here is a great example:

Vukasin did a great job describing the roles by specifying the tasks and what the job would look like. He then invited people to apply if interested and refer someone from their networks who fits the position. This is a great way of getting extra engagement on the post and getting people to share it further.  

Instead of just sharing the job posting directly from your careers page with the “Apply now!” caption, you can modify the ad a bit and make it feel more personal and authentic, just like Vukasin did here. He got 200+ applications and brought multiple qualified candidates… he told me.

The cool thing about this post is that, thanks to the LinkedIn algorithm, many people who are not connected with or aren’t following Vukasin, got to see it.

Another great way of promoting your jobs through social is sharing them with online communities. Facebook groups of industry specialists and job seekers can be a good place to start. 

For example, check out this job ad for a Data engineer at a company called Revendo Engineering: 

This job ad was published in a Facebook group called ‘ IT developers Croatia ’ that gathers over 37k members. Along with a great job description, pointing out the work environment and benefits in a friendly way, the author of the ad also attached photos from the company’s recent teambuilding event to give potential applicants a glimpse into their culture and motivate them to apply. A great way to present a job ad, and the community’s engagement on this post backs it up. Even though the group counts many members, posts on here rarely get over 5-10 likes and a comment here and there, as every job looks the same. Revendo managed to stand out with their authentic approach, and gain a much better engagement! 

Here are also a few ways you can boost the engagement and visibility of your job ads further, especially if you’re just starting out:

Create shareable content: Make it easy for your team to share the job ad by providing them with pre-written posts or graphics. This ensures consistency in the message and simplifies the process for your employees.

Encourage engagement: Motivate your team to not only share the job ad but also to engage with any comments or questions that come from the audience. This active participation can significantly increase the visibility of your posts.

Highlight employee experiences: Encourage your employees to share their positive experiences and testimonials about working at your company along with the job ad. Personal stories resonate well on social media and will attract candidates who are looking for a positive work culture.

Take a look at this example of how an HR business partner at Semrush shared this job ad:  

Not long after this, she also shared her anniversary of working at Semrush with a powerful message:

A good way of sharing a positive experience and engaging your own audience, some of which just might be the right candidates for the company’s next job opening. 

Related:  How Can Organizations Benefit From Social Media Activity of Employees?

Paid ads are also a great way of advertising your job postings, especially for high-velocity roles like the Amazon example we mentioned earlier. For paid ads, each platform has its terms and conditions of advertising as well as parameters you need to set, and the price rates.

However, I’m no expert in paid ads (never even launched one), just like most recruiters. I don’t want to learn it either and since I don’t have a team I could delegate this to, I am going to leverage a secret tactic that works on autopilot.

Let’s take that back-end developer position and advertise it on social media. Here’s how I would leverage TalentLyft’s Ads feature to get this done in a few seconds:

We go to the paid social section and pick the social platforms we want to advertise on.

I want to target LinkedIn  and Facebook  as my go-to platforms.

Click on publish and that’s it. We’ve started running ads on two social platforms for a specific position in a matter of seconds.

The positions are now live and we can track the number of applications in the Analytics: 

Employee Referrals

Given the value of referrals  and the fact that they drastically shorten your recruiting process, I’d definitely look into utilizing them a bit more. The problem with referrals is that the process can sometimes be complicated. 

It often requires employees to take several proactive steps, such as registering on a platform, submitting information about the candidate, following up and having to ping recruiters about things during the process. No one wants to do that!

I am going to show you how to make this process way simpler and get actual candidate recommendations fast.

Just recently, my colleague, Lovro, was hiring a new account specialist for his sales team, here at TalentLyft . Before turning to other forms of advertising, he wanted to try and get some referrals from his colleagues, so he used TalentLyft’s  integrated employee referral system. 

The process through TalentLyft  is simplified to the extent that employees don’t need to register or submit any data. They make referrals with minimum clicks, directly from their email. 

Lovro picked me and a few of our colleagues from other departments to ask for referrals from.

This is the email I received:

After I forwarded the link to a few of my friends and acquaintances, one of them liked the ad and applied for the position:

By opening the notification, Lovro can see the profile of the candidate and that I referred them:

Heading over to Analytics, it can be tracked which employees had referrals and how many.

The process was pretty straightforward, all I did was forward the link and, luckily, the position was filled soon. I got my extra few days off as a reward, and we got an amazing Account specialist to join our team. A true win-win situation, if you ask me!

Regarding the reward  structure for the referral system, decide on the incentives for employees who refer successful candidates. These could range from monetary bonuses, extra vacation days, gift cards, or even non-monetary rewards like recognition in company communications.

Consider implementing a tiered reward system where the reward varies based on the role's complexity or difficulty in filling the position.

Related:  A Guide for Setting Up an Employee Referral Program

The article "How to Write a Job Posting That Attracts Right Candidates" outlines the key to standing out in a saturated job market through a series of actionable steps designed to attract top talent. We emphasized the importance of addressing the primary questions candidates have in mind, structuring the job posting to include several essential elements like a compelling introduction, role description, compensation details and so on. We also highlighted the significance of clarity in job requirements and the advantages of listing both essential skills and nice-to-haves to encourage a broader range of applicants. 

By showcasing examples from startups to large companies this guide provides a blueprint for creating effective job postings that not only capture the attention of qualified candidates but also promote a company's culture and values, ensuring a mutual fit. Finally, you got the chance to pick up some great strategies and tips for promoting your jobs and getting candidates easily and effectively. 

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How to write better job descriptions

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The  “if you build it, he will come"  mantra may have worked for Kevin Costner in  Field of Dreams,  but, as many hiring managers know, qualified and relevant talent is a little more difficult to attract than ghosts of great baseball legends. Check out the   following tips from our experts for writing more effective job postings:

• Choose relevant job titles and keywords.  While advertising for a “Sales Rock Star” or “Software Ninja” may seem like a fun way to make your job posting stand out, it’s actually more likely to get buried in organic searches. Most job seekers aren’t going to be searching for whatever creative job title you’ve come up with, so your posting just won’t appear in their search results. Optimize your job titles for search, and save the fun, creative stuff for the description itself.  The right keywords will also serve to optimize your job posting for search engines like Google.
• Make your ad easy to look at.  Fun or unusual job titles don’t do much to draw job seeker attention, but that doesn’t mean there aren’t ways to attract those eyeballs. For example, branded job postings tend to get more attention, and postings that include a recruitment video do even better still. Simply put, job seekers are looking for just about anything other than long blocks of text – so make sure to present things like job requirements, desired skills and benefits in the form of bulleted lists.
• Set clear expectations. Playing coy does nothing but waste your time and the time (and goodwill) of job seekers. Be upfront about potential deal-breakers (such as significant travel time or potential overtime hours) as well as success factors. After all, hiring successful people is much easier when everyone involved understands what success in that particular role looks like. Setting clear expectations with candidates from the beginning will get a better fit in the end.
• Cut out the fat.  Attention is a precious thing in this day and age. The average job seeker spends fewer than 30 seconds reviewing a job posting. It is crucial for candidates to understand the role and expectations surrounding it, but brevity is key to capturing their attention. Keep the content of your job posting brief and to-the-point by highlighting only the most important and unique pieces of information.
• Employ the “real estate rule.”  By now you might be frustrated – we’ve basically told you to include all relevant information while keeping it as brief as possible. While the two ideas may seem slightly at odds with one another, they are not actually mutually exclusive. With so much to say in such limited space, location of text is everything in your ad. Put the most important information at the top of the ad, followed by pertinent details about the role itself. The most engaging and interesting content should fall above the fold to capture candidates’ attention and compel them to read further.
• Include your location.  Possibly the most important factor in job seekers’ minds – behind perhaps only salary and benefits – is the location of a job. For many candidates, it’s a deal-breaker. So, if you don’t want to waste time and effort chasing candidates who simply cannot or will not be able to make the necessary commute, be sure to let them know where the job is located right away. However, if you’re willing to let them work remotely or offer work from home days, be sure to mention that (and give it appropriately visible textual real estate), as that could sway their decision.
• Don’t ignore compensation.  It should come as no surprise that salary plays a major role in a candidate’s decision to accept a job offer or even apply. So, if you know you offer  competitive compensation , say so. If you don’t, talk about what you  can  offer instead – things like benefits, employee perks or company culture. Advancement opportunities, the chance to learn new skills, take on interesting projects, travel and flexible schedules can go a long way in many candidates’ minds.
• Don’t forget to sell.  The most important step in creating a strong job postings is making sure candidates can identify what the job is, where it is, and whether it’s in their desired field. Once those basic facts are covered, it’s time to sell them on the opportunity and the company. To write engaging verbiage for your ad, ask yourself two questions: “What will candidates love about this job?” and “What do employees say they love about your company?” You’ll be able to speak to your audience and get the right fit.
• Don’t try to be something you’re not.  A perfect fit for Dell or IBM might not necessarily be a good fit at your company and vice versa. Luckily, finding the right cultural fit is a big part of most candidates’ job search process as well – so the work is already half done for you. By just being honest about who you are as an employer and what your company culture is like, you’ll start seeing the wrong candidates weed themselves out, making the right candidates that much easier to spot.
• Don’t be afraid to ask for help.  Creating an engaging job ad is not an easy task: Finding a balance of content that is both informational and engaging is a challenge. After all, you have very little space in which to include a lot of information – and on top of that, you want it to be interesting and engaging for the reader. Learn more about all of  CareerBuilder's recruiting solutions  to help you optimize your job posting tactics.

Keep these tips in mind, and great candidates will start emerging from the proverbial cornfields in no time.

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How To Write A Job Posting To Attract First-Rate Employees

A fine dress helps to impress. This proverb perfectly relates to job postings. They obviously help you attract the right candidates but if you don’t fulfill your promises, you might get candidate backlash. 

So, how do you write a job posting that helps you lure top-notch candidates and sift through candidates that don’t fit into your corporate culture? With a concise vacancy description, and a quick study of good and bad job postings, you will convert job seekers into candidates, and do so efficiently with the use of job posting sites. 

Job posting 101: definition and structure

Before we delve into the subject, let’s find out the difference between a job posting and job description since even savvy HR and recruiting managers confuse these two. 

While the job description focuses on a detailed description of candidates’ competencies, soft and hard skills, and responsibilities, a job posting aims at “selling” the company and vacancy to a candidate. Basically, it’s like marketing for HR. 

Marketers devise value propositions for their target audience to tap into the audience’s fears and desires while HR managers create appealing job postings. The goal is to highlight employee value propositions (EVPs) and tell about the company and team in a way that makes candidates want to work for you.

A typical structure of a job posting includes:

• A job title with a name of an actual position. For example, if your position mainly includes communication with internal staff, it’s better to come up with a name like “Internal Communications Manager” rather than “Community Manager” since the latter has a broader range of responsibilities.
• A lead specifying the most luring details of a vacancy like perks and bonuses on the position or a team.
• The information about the company or the project to build empathy between you and a candidate.
• Employee value propositions answer the question “what’s in it for me?” Include information about your employee benefits, location, opportunities for professional growth, and anything would appeal to your perfect candidate.
• Responsibilities to weed out candidates that don’t fit into the position with their skill sets. However, don’t be too harsh when talking about responsibilities. Ideally, your description must encourage candidates to apply, not scare them off with unachievable tasks.
• An application process that sets candidates’ expectations and caters to overall candidate experience.

Consider this job posting template as a starting point you can modify and extend.

Best practices of a well-written job posting

#1. write for your target audience.

Marketers use the definition of a target audience to specify the group of people that may be potentially interested in their goods of services.

HR Managers and recruiters should treat their candidates as a target audience, too. You need to elicit key information about your target audience like:

• Demographics: their age, location, marital status, children, income, etc
• Pain points: specific issues they experience and need to solve. For example, junior level specialists are looking for actualization and mentoring opportunities while senior specialists might need recognition of their professional achievements.
• Objections: reasons why a candidate rejects your job offer. For instance, your position offers little or no career growth opportunities or involves hazardous jobs.

Information about your target audience of candidates allows you to craft specific, to-the-point messages in job postings that deliver a desired message and appeal to them.

Think about it: informal language with youth slang isn’t appropriate for job postings with senior level vacancies. However, they can be efficient when you’re targeting millennials or Generation Z that appreciate a relaxed and casual tone.

#2. Share your corporate culture with candidates

Cultural fit is as important as skills, competencies, and experience for your future candidate. To help candidates figure out if they fit in, include the following information in your job posting:

• Your mission and vision. Describe your company’s mission and vision so candidates know what you’re striving for and what goals you pursue. For example, Microsoft’s mission is: “Our mission is to empower every person and every organization on the planet to achieve more” . 
• Your values. Values are guidelines that maintain your organizational identity and differentiate yourself from others. To stand out from the competition, Adidas states that performance, passion, integrity, and diversity are their values. 
• Essential attributes of your company culture. To give your candidates a broader perspective, talk about your workplace and team. Are you a bunch of workaholics or you believe in a 9 to 5 schedule to keep a healthy work life balance? Don’t be afraid to reveal your inner self to attract people that share the same values and approach to work.

#3. Promote vacancies in places where your target audience live

Writing an efficient job posting template isn’t everything. The next step is to reach out to the right candidates in the right place. 

Social media websites like LinkedIn and Facebook are popular among HR because they offer a wide reach to target candidates and comprehensive communication opportunities, including paid advertising and precise targeting.

Traditional job posting sites like Indeed, Glassdoor, Monster remain in favour of recruiters because they offer a wide talent pool and advanced search options. With job posting sites, you can reach out to a broad audience with versatile demographics. 

Company newsletters can also be a great source of referral candidates that come from recommendations of your employees.

Job posting examples you can learn from

Now let’s solidify our knowledge and compare some of the postings. 

• Here’s a job posting for a Customer Service Representative that at first glance doesn’t seem so bad. 

But, when looking closely, we can find several gaps that need to be filled.

• First, the job posting has no attractive lead or a summary that would make applicants read it
• Second, the text is flooded with bullet points that make a job posting dull.
• Finally, the text is focused on employers, not to-be employees. It contains a list of responsibilities and requirements for a candidate, but doesn’t provide much information about the actual job a candidate must do. Also, the section with perks and bonuses should specify more benefits and EVPs to make a candidate want to work for the organization.

2) The next job posting example is for a nurse vacancy. As you can see, it covers all essential blocks: from a compelling and attractive lead to a company description, and compensation. This job posting focuses on working conditions like a well-staffed hospital and a location. These factors are essential to nurses that get tired of overtimes and patient loads. Thus, this job posting has all chances to generate valid candidates.

Wrapping up

An efficient job posting should not just include essential blocks like a company’s description and candidate’s responsibilities, but also talk about corporate mission and identity. Perfect candidates should fit in from the start, so make sure you pick the right words and form to convey your message.

About the Author

Spark Hire is honored to host featured guest experts on our HR & Recruiting Blog. We're committed to bringing you the best tips and trends to streamline your hiring and recruiting processes. Thank you for your contributions and readership.

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Job Posting Template

A job posting template is used to advertise jobs and helps standardize them across a business. A good template should list things that attract great candidates, rather than merely listing pertinent requirements and qualifications. Job postings are also called job advertisements, announcements, job ads, or wanted ads.

Job Posting Template — Free Download

Download our job posting template in MS Word format.

How to Write a Job Posting:

A step-by-step guide to creating a job advertisement that gets noticed on job boards or the always busy free job posting sites .

Introduce your company and your open position.

Use a killer job title..

This is the most important part when you’re posting to job boards. When you write your title, include the name of the position and the top one to three things that will make the job attractive to applicants.

Add an emotive introduction.

This is a single paragraph that gives three to five details applicants will find most exciting about the job. It is similar to the lead that newspapers use to hook you into reading the full article.

Tell your company story.

This includes information about your company that applicants want to know. Include information like how many years you’ve been in business, how long employees stay (if this shows that people stick with you), interesting clients or projects, equipment that applicants will be excited about, accolades, and work culture facts that will interest them.

Describe the job.

Really sell the position..

Rather than the typical laundry list of bullet points, only include requirements that are essential to this job. Try to limit yourself to one to three things. Then, provide information on work hours, pay, interesting coworkers, educational opportunities, benefits or perks, and anything else applicants may find interesting.

Push your location.

Moving is an obstacle to anyone considering your job that doesn’t live in your region. If you want to attract people from other places, sell applicants on the location. Give them details about schools, activities, crime rates, things to do, etc.

If your location is an easy commute from many key hiring areas then make sure to spell out the actual commute time. A candidate will always be keen on a role that can cut their commute by 30 minutes.

Repeat why they should apply.

This section is a quick bullet-pointed recap of the top five to six reasons someone should apply to your job. If you have a long job post this will make sure that your key points are at the front of the candidate's mind when they are hovering over the apply button.

Spell out the application process.

Detail everything from when they first apply to when they get hired. This way, candidates won't be left in the dark about what happens next. This is especially important if you have a role that is a one-interview hire. Candidates that are immediately available will jump on roles like this as they can secure a job in days rather than weeks.

Edit your job posting and check your contact information.

Have other people read it..

Treat this job post writing exercise just as you would any other important piece of company marketing. Get multiple people to read it and provide you with honest feedback. Make sure you have fixed any errors before you post the job to hundreds of job boards.

Improve your email responses.

Look at all the emails that you send to candidates at each step of the hiring process . Pick them apart and ensure they are clear, personal, and continue to sell the candidate on the role at every step. A poor first response to a candidate's application will undo all the good work you did in the job post by getting them to apply.

Job Descriptions Are Not Job Posts:

A job description should be a detailed — if somewhat dry — description of the responsibilities and expectations for a job that a company uses internally. A job posting is meant to sell applicants on your company, team, location, and all the things that make working for you great. That’s what you should be posting to job boards.

Download our Job Posting Examples:

Download all 3 of our job posting examples, with a generic "help wanted" ad template.

1. Truck Driver posting example.

2. business analyst employment posting example., 3. registered nurse job advertisement example., top 3 job post writing tips:.

A little extra work on your job listing won't cost much but will have big results. The key is knowing exactly what will most interest candidates in your job.

1. Use Glassdoor as a research tool.

Go to Glassdoor's home page, type in the job you're hiring for, clear the location field, and search. Click on a company in the left column, then click on their reviews — you'll see them in the tab above the company description.

Scroll through the reviews and read the "Cons" section. Look through a couple of companies until you have a list of cons that come up repeatedly. Use these in your ad. For instance, if many people complain about being micromanaged, include "Tired of being micromanaged?"

2. Discuss the role with three different people.

To better understand the job posting you are writing, you should discuss it not only with the hiring manager , but also with someone who has had the job and someone who wants to hold the position . This way, you will gain a better understanding of what the role requires and what makes it appealing to candidates.

Don't make this discussion part of the recruiting process. Rather, use sites like LinkedIn to find people who hold the job title and tell them you are recruiting for the role but are contacting them because you want to understand the role better.

3. Ask your employees what they love about the job.

No one knows what it's like to work at your company better than your employees. Ask them what they like about the company location, what is different about working for your company, what they love most, and if there is anything specific they would enjoy telling potential hires about the company.

15 Free Job Posting Sites — High Traffic and 100% Free

How do I write a job posting template?

• Create a new document in MS Word or Google Docs.
• Use brackets to indicate where information is to be added.
• Include sections for the title, position, and company.
• Create brackets for basic information such as salary and benefits in the "position" section.
• Include a section for essential duties and responsibilities.
• Save as a template and share.

How can I make my job stand out?

Focus on the details of the job that would be most attractive to potential candidates. If you've got great pay, solid benefits, interesting projects or clients, an amazing location, etc., be sure to put that in your hiring ads. Awesome job ads use real details about the job to get candidates excited.

Also, don't get caught up in the idea of writing creative job postings . Real details about what makes your job exciting trump cleverness any day.

What is the difference between a job profile and a job description?

A job profile is the outline or overview of a position, while a job description is a written statement of the job purpose, duties, and responsibilities.

How do I write a compelling job description?

Focus on the positive aspects of the job and the benefits of working for your company. If you need inspiration, check out our job description template .

How can I write the best job advert?

When most people think of the best employment ads, they think of clever hiring ads that are often humorous. These might be good at getting the attention of more people, but serious candidates will respond best to real details that tell them how their day-to-day life will be on the job. Focus on these rather than trying to be clever.

How do you create job postings?

• Go to a job posting site such as Indeed or LinkedIn.
• Find their job postings page (it will typically say "Post a Job").
• Enter the details about your company and job.
• Choose a budget.
• Confirm the job posting.
• Monitor the results and try different sites as needed.

How do I write a job vacancy advertisement for a job I don't know well?

Start by talking to colleagues who are familiar with the job or, if that's not possible, searching for forums where people that hold the job go to talk about it and read what they're saying.

To write effective job ads you'll want to find out what will attract top candidates to your position. For example, if a lot of them complain about insufficient PTO and yours is unusually generous, make sure to include that when writing your job ads.

What advice do you have on how to write a recruitment ad that performs well on Indeed?

See Betterteam's review of Indeed with advice on how to write a good job advertisement. At its core, it doesn't vary much from how to write a job advert for any other platform. Focus on the real details of the job, make sure your job description wording is clear and free of typos, and ensure that the job description format is appealing.

I'm not sure how much I want to pay. Any advice?

You can search online via the U.S. Bureau of Labor Statistics' (BLS) website to learn what the average wage is for different jobs in different regions. You can also add "DOE" to your job postings. This stands for "depends on experience" and allows you to decide what individual candidates are worth.

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Best job boards for 2024, best job posting sites for employers, post to multiple job boards, how to post a job on facebook, how to post a job on reddit.

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15 Professional Job Posting Templates To Attract Top Candidates

Written by: Zain Zia

Finding perfect employees for your company isn’t easy by any stretch of the imagination.

It requires a lot of time, money and patience to ensure the job postings are seen by top talent, and then a lengthy onboarding process begins to ensure that new hires are up to date with company policies and expectations.

In this article, we’ll discuss everything you need to know about creating a highly converting job posting and show you 15 of the best job posting templates so you can find the perfect fit for your organization.

Let’s dive right in.

Here’s a short selection of 8 easy-to-edit job posting templates you can edit, share and download with Visme. View more templates below:

Table of Contents

What is a job posting, how to write a job posting in 7 steps, 15 job posting templates to attract the right talent, job posting template faqs, hire the top talent for your organization.

A job posting is a public advertisement made by employers to fill vacant positions in their firms.

It includes key job and company-related information, such as:

• Company overview
• Qualifications required to apply for the job
• Potential role in the company
• Type of vacancy
• Salary structure
• Perks and benefits
• Instructions on how to apply

The purpose of a job posting is to attract the attention of top talent, so the company can hire progressive employees who can help it meet or even exceed its goals and ambitions.

And with the job market becoming increasingly competitive, it's high time companies get creative with their job postings.

The best job postings are ones that pique the interest of job seekers. They shouldn’t just be used to notify or announce a vacancy, but to excite the applicant.

Here are a few steps you can follow to create a converting job posting for your brand:

1. Give an Overview of Your Company

Start by giving a concise overview of your company like goals, past clients, company values and work culture , so the applicant can decide whether they can work for your company or not.

2. Clearly Mention the Job Title

While writing down the vacant position in your company, try to keep things simple rather than complicating them by using jargon and fancy words.

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3. Summarize the Job Responsibilities

Lay down the expected goals and responsibilities of the vacant position, so the job seeker can evaluate the complexity of the job they are applying for.

4. Describe Your Ideal Job Applicant

Take the opportunity to mention any predominant skills you want your ideal applicant to possess. For example, the use of particular design software, sales background, project management and so on.

5. Share Application Details

Lastly, clearly state where and how the job seeker is supposed to register their interest in the opening. Here, share your application deadline, document requirements and email information, so the applicants can easily reach out to you.

6. Add Your Branding

Make your job posting unique to your company so that applicants know exactly who they’re applying to work with. By adding your brand identity to your job posting, you’re also increasing brand awareness .

With Visme, there’s no need to manually add your brand color , fonts and logos . Our AI-powered Brand Wizard lets you create a branded job posting in seconds. Simply input your website URL and Visme will automatically detect your brand elements . You’ll have a unique branded job posting in minutes.

Here's a short tutorial on how you can import your brand assets with Visme's Brand Wizard .

7. Track Engagement

Want to see how many people have viewed your job posting? Visme’s Analytics allows you to track how many people have viewed your posting and how many of them applied. You can also see the date and time that applicants applied and where they are located.

If you want your job postings to appeal to the best and the brightest job seekers out there, it's important that you seriously consider creatively presenting your vacancies.

Here are the 15 of the best job posting templates you can use to get a head start:

1. Financial Analyst Job Posting

This job posting template is a great pick for anyone looking to fill a vacancy in their financial department. It features exquisite colors with a clean layout that’s easy to read and quickly grabs the attention of the reader.

Make this financial analyst job posting your own by adding your brand elements to it, such as colors, fonts, images, icons and more. It's also a good idea to use your brand tone and voice, so the applicant can resonate with your brand even more.

2. SEO Specialist Job Posting

This attractive and trendy job posting template is definitely a head-turner. It features an exciting color combination with cool graphics that go well with the clean and breathable layout of this template.

The template is perfect for companies looking for employees in the field of digital marketing , but it can also be customized for any other job type. You can edit the layout, colors, graphics and any other part of this document to create a job posting that matches your brand kit .

3. Marketing Manager Job Posting

Capture the attention of top global talent with the help of this attractive job posting template. It features a stunning color combination with eye-catching fonts and icons.

The template also comes with ample dedicated space for you to write the job description and other essential information related to the vacant position.

4. Full Stack Developer Job Posting

Find the perfect fit web developer for your firm by using this trendy job posting template. It features a cool layout with ample space for all job-related information, including salary breakdown and a call to action so the applicants can register their interest.

This professionally-designed job posting template is fully customizable, so go ahead and edit any part of this template until you are satisfied with the look and feel of the document.

5. Content Writer Job Posting

Attract the attention of top content writers of the world with the help of this eye-catching job posting template. It comes with a creative design layout, an image in the background and dedicated space for company and job-related information.

You can edit any section of this job posting template to create something relevant to your industry type. Before you share the document with the world, we suggest you add your branding elements to the template to make it your own.

6. Head of Finance Job Posting

Looking to fill a high-level position in your firm? Use this creative job posting template to create a team of dedicated and progressive employees. It features an eye-catching design layout with subtle use of icons and graphics that boost the overall look of the template.

This job posting template can easily be edited to fit all your design needs, from colors, fonts, images, logos and even animations. Make sure your job posting resonates with potential job applicants by uploading your branding elements and using your own brand voice.

7. Project Manager Job Posting

Looking to streamline your company's workflow and boost the productivity of your employees? Well, look no further. This project manager job posting is exactly what you need.

The template features a modern design layout with cool colors and dedicated sections for skills required to apply for the job, key deliverables and salary structure breakdown. Simply add your own branding elements to the template and make it your own.

8. Software Engineer Job Posting

Get qualified and progressive applicants interested in your vacancies with the help of this modern job posting template. It features a beautiful design that incorporates high-quality vector icons, images and fonts.

The template has all the ingredients required in a well-rounded job posting template. So pick this without worries and customize it to your liking.

9. Design Lead Job Posting

If you’re looking for a template that shows applicants the lively and creative side of your brand, then this design lead job posting template is exactly what you’re looking for.

It features stunning colors and animated graphics with a unique design layout that’s guaranteed to attract the attention of your potential new hires.

10. Customer Service Representative Job Posting

Make sure you find out the best possible fit for your customer-centric brand with the help of this eye-catching job posting template. It features a stunning design layout with dedicated sections for all essential job-related information.

The template also boasts a subtle but highly effective use of animated graphic icons to spice up the overall look and feel of the template. So, go ahead and customize the template by adding your branding elements to it and making it your own.

11. Illustrator Job Posting

Get job applicants for the vacant positions at your organization by using this illustrator job posting template. It comes with a very well-rounded design layout that uses gripping colors, animated high-quality vector icons, images and more.

This template, just like thousands of other Visme templates, is fully customizable. So, upload your branding kit to the template before you share it with the world.

12. HR Manager Job Posting

Quickly fill in high-level vacant positions at your firm using this HR manager job posting template. It features a beautiful design layout, delightful color combination and high-quality vector icons.

The template has all the sections needed in any well-rounded job posting template; company overview, age and skill requirements, location details and email information.

13. Salesperson Job Posting

Find the top sales talent for your company with the help of this professionally designed job posting template. Featuring an exquisite design layout, this template is a perfect pick for anyone looking to quickly capture the attention of job applicants.

Start by uploading your branding elements to the template; logos, fonts, images, colors and icons to make the template look on-brand. You can also tap into Visme’s extensive library of graphic assets to spice up your job posting.

14. Brand Manager Job Posting

Hire the best of the best for your digital firm with this full-customizable job posting template. Featuring a simple yet effective design layout, the template has everything that’s needed in a highly-converting job posting template.

Before sharing your job posting with the world, make sure you keep everything on-brand by incorporating your branding elements into it.

15. Senior Accountant Job Posting

Appeal to the top industry professionals with the help of this stunning job posting template. It features exciting colors and imagery that immediately catch the reader's attention.

Every part of this job advertisement is fully editable, so incorporate your brand kit into the template until you’re satisfied with the overall look and feel.

Still on the fence about the importance of job postings and whether it's worth the effort or not? Don't worry; we’ve got you covered.

Here’s a quick roundup of some of the most commonly asked questions about job postings:

1. How do I make my own job posting?

You can create a job posting from scratch by adding important company and job-related information to a document.

Alternatively, you can save time and effort by going through Visme’s list of professionally-designed job posting templates and selecting the one you like.

2. What is the difference between a job posting and a job description?

A job posting is a public advertisement that companies use to share vacancies in order to attract top talent. A job description, on the other hand, is a breakdown of employee tasks and responsibilities.

The scope of a job description is limited to internal performance evaluation, whereas job postings go beyond it. Job postings also include company-related information, skill requirements and details on salary and benefits.

3. Why is a job posting important?

A job posting is a great way for employers to reach out to a large pool of job seekers, so the company can sort through different types of applicants and select the best possible fit.

Additionally, it also gives applicants the freedom to analyze your company and decide whether they want to work for you or not.

A job posting, in many ways, is the first touchpoint between the company and its employees. This is why it's essential for companies to make a great first impression.

Follow the 5 steps we mentioned in this article to design a job posting for your brand from scratch. Or, alternatively, check out Visme’s library of job posting templates to save time and effort on designing a perfect layout.

Easily create branded job postings to attract ideal candidates.

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About the Author

Zain is a freelance writer for eCommerce and SaaS businesses. When he’s not crafting converting copy and insightful content, he can be found making travel videos or discussing soccer on social media.

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The ultimate guide to job posting

Before you get started posting jobs, take a moment to meet the modern jobseeker. They’re someone who looks in more than one place and is more mobile than ever before. Job boards are still the number one destination for active jobseekers but more than half of them are looking on social media as well — a share that will keep rising.

Content manager Keith MacKenzie and content specialist Alex Pantelakis bring their HR & employment expertise to Resources.

Meet the modern jobseeker

The modern jobseeker could be spending up to 15 hours a week looking and is just as likely to be using their smartphone as their laptop while doing so. More than half the traffic on Glassdoor, one of the world’s most popular job boards, comes from mobile with the group of 35-44 leading the way. And this is why employers who accept mobile applications are twice as likely to get high quality candidates as those that don’t.

This guide was created so as to give you a quick overview of job posting and help you bring those talented jobseekers to your doorstep. If you know the basics, you can navigate and jump into the topics you want:

• Choosing the right job title for your open role
• How to write a job description
• How to post a job listing
• Where to post a job for free
• The best places to post jobs free and paid
• Specialist job boards
• How to post to multiple job boards for maximum impact
• Tips for successful job candidate management

What are the different ways to attract candidates?

There is no magic bullet in recruiting. Instead there’s an exciting variety of channels and the challenge is to get the mix right. The starting point should be a great careers page that showcases what’s good about your company and the roles you’re hiring for. The next step is to take advantage of social media to spread the word that you’re hiring. Get everyone you work with involved with the help of a referral program . Then turn to job boards where there are a host of free options for job posting, as well as premium job boards , which if used right, are worth the money.

How do people collect and review applicants?

Even now some of the smartest companies are still hobbling their recruiting effort by using accounting tools to get it done. Spreadsheets are great for a lot of things. They suck as a hiring tool. Likewise email – which you can’t work without – becomes overwhelming when you’re hiring. The answer can be found in some of the great hiring software solutions that an increasing number of employers are turning to. Applicant Tracking Systems (ATS), like Workable , are bringing the advantages larger organisations have long enjoyed when hiring and delivering them to smart companies of all sizes.

Do I need to hire a recruiter?

Hiring a recruiter isn’t always necessary but it can be a great shortcut. Here are some important points to bear in mind:

• Look for recruiters who have hired for businesses like your own.
• Look for recruiters who have hired for roles like the one you’re hiring for.

Contingent recruiters, who get paid when they deliver results, have become increasingly popular. The upside is that you only pay for what you get (typically one third of the hire’s annual salary). The downside is the cost and a possible conflict of interest. You want to hire great people. The recruiter gets paid when you hire someone. Bear this in mind.

Return to top

1. Choosing the right job title for your open role

Whichever job title you choose for your job advertisement, remember that it will be displayed in job listings, on your own website and in search results. While you might think of a job title one way, your candidates could be busy searching for something else. The answer is to do some research to make sure your title is something a jobseeker would look for on Google or Bing. While a designer might reasonably expect to search using the term “designer”, this won’t help them to find your posting if you’ve used the job title, “graphical ninja”. Clarity of writing comes from clarity of thought.

Tech tricks to inform your choice:

• Go to the job board Indeed to check out the most searched job trends.
• Use the Google Keyword Planner , or if you don’t have an Adwords account one of these free keyword tools .

2. How to write a job description

First impressions count. For many jobseekers, the job description is where the relationship between employee and employer begins. Should this step turn into a stumble it’s all over very quickly. Job descriptions can alienate, demoralize and intimidate. They can also engage, motivate and inspire. To achieve the latter we need to revolutionize the way we think about this relationship.

We’re starting with a list of tips and tricks on how to write a job description, then we’ll break it down to provide specific guidelines for your company profile, requirements and benefits.

How to write a job description in 10 steps

• Discuss the role with someone who already does this job, or its nearest equivalent within your organization, and get them to describe their average day.
• Describe the role using words that feel inviting and evoke an emotional response. Resist the temptation to use jargon, buzzwords or a flat corporate tone.
• Keep it short (but not too short) or it can become confusing. As a general rule, don’t use more than a half-dozen bullet points and don’t exceed 700 words.
• Be specific. Vague meaningless prose won’t cut it here. Know your industry and where your company stands. Make sure you’re familiar with the role and what it consists of and spell it out. Add a start date to create a sense of urgency.
• Think like an applicant. What would make you apply for the job? Is it just perks and benefits or the chance to work with a smart group of people? Perhaps it’s the clear career path, the opportunities to learn and add to your skills, the company’s vision or the way you do things.
• Help applicants to picture themselves in the role. Share details of the team they could be working with on a regular basis; include quotes or links to social media accounts.
• Leave out trivial tasks or minor details. It’s all about what’s important in the role.
• Offer value. It’s not all about how great your company and the job you’re offering is. This is about the potential candidates. Share content that interests and attracts them, talk about knowledge, ideas, and working methods.
• Don’t write job descriptions in isolation. Talk to other departments to gain their expertise, content writers for wordsmithing, marketing for promotional ideas, designers for smart-looking visuals.
• Spell-check and proofread. And once you’re done, do it again.

Looking for more? Check out our ultimate and most updated list of how to write a good job description .

Your company versus all the companies out there

To stand out in a crowded market you need to show some personality in your company profile. Your company is a unique combination of people, culture and knowledge, and your target is to attract candidates who share your approach and values. Make a pitch. Tell them the story of where you are, how you got there and where you’re going. Invite your candidates to join you in getting there.

Make it visual; an image of your workplace, a video or a quote from one of your employees offers an inside look at your company. Two-thirds of jobseekers admit to being influenced by the presentation of a job ad. Make yours memorable .

But don’t be self-absorbed . Many ads brag about how special their company is, how they only employ the best. This can come across as boastful, which is a turnoff for some candidates and will make others suspicious or fearful of applying. Brevity is your friend, keep this part to no more than 200 words and focus on your candidate; what’s likely to capture their attention.

This job versus every other job out there

The two most common approaches when writing a job description are to present a detailed list of daily tasks or a vague run-through of responsibilities. Neither will make the role compelling . Focus instead on deliverables and explain how these will contribute to the success of the business.

Here you can use bullet points (not a laundry list) that describe the nature of the work and how the role functions within the broader team. Rather than describing tasks, focus on the type of decisions they’ll be making, who they will be working with and reporting to.

The requirements list

You get what you ask for, so it’s tempting to go all out with a wish list. What you actually need is someone who can do the job and has the potential to grow. Candidates aren’t sitting on a shelf waiting to be picked. Distinguish between what you “want” and what you “need”. Come up with a list of 15 requirements. Read, rethink and cut the list in half.

A good approach is to rank skills by importance and frequency and be clear about it. Treating all skills as equal will demoralize jobseekers. The wrong emphasis could cost you good candidates who are concerned that they lack some skills which could really be picked up with a few hours basic training. Likewise don’t dwell too much on experience. Keep in mind that skills can be learned, people can be trained.

Benefits & perks

Here you can knock yourself out with as many bullet points as your actual benefits deserve. Still, you would be wise to focus on what’s special about your company . Keep in mind that attracting people through perks isn’t the best recruiting strategy . You’re looking for someone to meet the challenge and buy into the company as a whole, not a benefits shopper.

Make it easy to apply

We’ve all come across job ads that require a lot of patience to apply. Sending resumes to email addresses, filling out a bunch of fields with basic personal details or even worse rewriting your entire resume in individual form fields. Don’t be that guy . The candidates’ application experience is important.

An Applicant Tracking System (ATS) that automatically fills in required fields and offers a simple resume upload is all you need . Screening questions are useful and can weed out poor candidates to save you valuable time. A simple question like “What attracted you to this job?” can say volumes about the candidate. But go easy on open-ended questions that require candidates to write an essay. Multiple choice questions to check on skills and knowledge should be the default.

Worried about starting with a blank page? Try our job description templates , or jump right in and post your job to the best job boards today.

3. How to post a job listing

You need to create some buzz around the job you’ve just published on your careers page . To do this you want to get your listing noticed by the communities where the passive candidates hang out. Linkedin has scores of groups you can join, mention jobs in or initiate general discussions around the role, your company or the industry.

First things first. Does everyone on staff know you have just listed a new job? Share it across your company. If you don’t have a referral system in place we’d strongly advise you to set one up. Include a social sharing feature and give incentives to your staff to start sharing from their own social accounts.

An alternative is to create your own communities. Smart companies make sure they have created Facebook groups or a Facebook Jobs tab , or even run a Facebook ad campaign , with the sole purpose of attracting potential candidates . Promote your employer brand through these pages and when you post a job you’ll have a talent pool of existing fans. Add as many touch points as possible between you and prospective candidates.

The top job boards

Posting your job on your careers page and social media is not enough. You need job boards. The leading premium job boards in terms of ROI (return on investment) are LinkedIn , Craigslist , Indeed and Monster .

Some job boards, like Indeed , also offer a free option as well as a paid. SimplyHired  and Glassdoor offer free postings when you access them through an ATS like Workable . For the most effective places to post your jobs, check out our job board directory , which enables you to choose job boards based on industry, location, and cost (paid versus unpaid).

The best day to post a job

Don’t post your jobs on Friday evening, by Monday they’ll be last week’s news! Instead, wait until Sunday evening or Monday morning and advertise your roles when the candidates are most active.

Most job sites use freshness as a factor in ranking job search results. Plus, the new jobs of the day usually land in email updates and job board front pages, so getting there when the action is happening can get you up to double the candidates you’d receive on a slow day.

Post your jobs for free

Workable’s world-class recruiting software helps you post jobs for free with one click to top job boards. Get started today with a 15-day free trial!

4. Where to post a job for free

To keep costs low, share your job on social media – with a well-thought-out strategy – and harness the power of your best brand advocates: your employees. Wondering where to post jobs for free? Get word-of-mouth referrals for free by having your team share your job descriptions far and wide on Twitter, Facebook, and LinkedIn.

• Twitter Twitter is the most open and transparent of these three social networks. In other words, you don’t have to be a Twitter user to read tweets. Putting your job listing on Twitter is a great way to connect with audiences you don’t already know. Help jobseekers find your listing by using relevant hashtags, such as #jobopening or #joblisting. You can even use industry-specific hashtags, such as #greenjobs, or location-specific hashtags, such as #bostonjobs. This list of hashtags is written for jobseekers but equally useful for recruiters
• Facebook Facebook has more users than LinkedIn and Twitter and is by far the most popular social network. It’s designed for personal sharing and the best channel for employer branding. To get the most traction from Facebook , intersperse job listings with photos and videos that feature your corporate culture. If you’re planning to do a lot of recruiting on Facebook, try adding a Jobs Tab to your page. This is a free, effective way to enable your audience to browse all your open jobs on Facebook.
• LinkedIn LinkedIn is purely a professional network and a natural fit for recruiters. LinkedIn profiles are formatted much like a resume, with most of the same candidate data—education, work history, technical skills, and some extras, like recommendations and endorsements. This is what makes LinkedIn so effective for sourcing highly specific types of candidates. Although LinkedIn has paid job listings, you can also post an open job as a status update on your company page for free.

Talent pools and the power of referrals

IMPORTANT NOTE: Choose your social media channel based on where your target talent pool is likely to be. Communications professionals in fields like advertising, marketing, and PR, are likely to be active on Twitter. If you’re hiring for construction jobs, Twitter won’t be an effective recruiting channel for you. You’re not limited to these social networks either. For example, if you’re a lifestyle or fashion brand and primarily communicate with your audience through images, Instagram may be your best bet.

Try pairing social media with an employee referral program . This is a warm, efficient way to reach your colleagues’ trusted contacts and make higher quality hires. Referrals are the number one source for hires, and social media provides employees with an easier, more personal way to share open jobs. Increase participation in the referral program with incentives. Gift cards, gadgets, and bonuses are popular, but feel free to get creative.

For example, APAC Customer Services had offered concert tickets as a reward for referrals. It was fun, but also smart, with the concert date functioning as a kind of countdown. When creating a referral program, think about the way your colleagues like to communicate, such as Slack .

Where to collect your candidates

One efficient way to post to job boards is through an Applicant Tracking System (ATS). In addition to posting to multiple job boards and social networks with one submission, any applicants from those job boards will automatically be imported into your ATS. Hiring teams can work smarter, not harder, by cutting email and spreadsheets out of the process and storing all their candidate profiles and resumes in a searchable database .

The best ATS options, including Workable , offer you a simple hiring pipeline that makes sense of your recruiting tasks.

5. The best places to post jobs free and paid

Get more eyes on your job listing today. With one click, post your listing to free job boards like Indeed, SimplyHired and Glassdoor. Workable integrates with numerous top job boards around the world. All you need to do is select the ones you want and we’ll do the rest.

Premium Job Boards

• Indeed Indeed is a leader among job boards and is visited by nearly three-quarters of all jobseekers. The site also boasts substantial reach with over 4 million jobs posted directly to Indeed.com . Indeed is also a job search engine that anyone can use for free. It takes jobseekers’ input, such as skills and location and then aggregates all matching jobs from thousands of other websites.
• LinkedIn LinkedIn is the world’s largest professional social network, a powerful sourcing tool and a job board. LinkedIn enables recruiters to create narrow searches for candidates by parameters such as location, job title, industry and more. With more than 722 million users in total, LinkedIn has the largest user base. And they’re growing fast with 172,800 added per day. The site is also visited by a whopping 310m active users a month.
• CareerBuilder CareerBuilder is both a job board and a destination for career advice. It operates in the United States, Europe, Canada and Asia and is visited by more than 24 million unique visitors a month. It has 3,200 partner sites in 60 countries. CareerBuilder is used by 80 million job applicants and each month it has 3 million job postings.
• SimplyHired SimplyHired , like Indeed, is a job search engine at its core. It is a highly-targeted pay per click job board that gets around 30 million unique visitors per month. SimplyHired is used by 3 million employers. When jobseekers search on SimplyHired, they’re able to discover jobs on the SimplyHired site, mobile app and numerous partner sites.
• ZipRecruiter ZipRecruiter is used by over 1 million employers and 7 million active job seekers each month. They offer a speedy way to get candidates by enabling recruiters to post to more than 100 job boards with one click, in addition to having a job board of their own.
• Monster Monster enables recruiters to target jobseekers in other countries, as well as through niche sites like Military.com, thousands of newspaper sites and social networks such as Twitter and Facebook. It’s a recognized name in job boards, having been around for 25 years. Monster also gets a ton of traffic with more than 926 million monthly unique visitors.
• Portfolium Portfolium is a job board and a portfolio site that enables approximately five million students and recent graduates to get their work samples, video clips and skills in front of employers. Hiring college talent is not easy for recruiters but it is especially challenging for small businesses. Portfolium enables any company to look beyond resume keywords and effectively reach and hire college talent with verified skills.
• StackOverflowCareers StackOverflowCareers is the careers platform of StackOverflow. It’s used by more than 100 million developers and technologists and is the trusted first destination of tech recruiters. Both employer profiles and developer profiles on this network are designed with the interests of developers in mind. In addition, there’s more for employers and recruiters to look at besides resumes. Recruiters look at code samples and interaction with other users to build a high quality pipeline of talent.

Free Job Boards

• Glassdoor Glassdoor offers jobseekers free access to more than 70 million company reviews, interview questions, salary reports and more, all posted anonymously by employees. It allows hiring managers to post jobs free, and is quickly rising in popularity as a job board and recruiting site. Glassdoor enables employers to update their company info, see who is viewing their company profile and respond to reviews. Glassdoor gets 50 million visits monthly
• Trovit Trovit is the leading classifieds search engine in Europe and Latin America. They have a presence in 57 countries and are available in more than a dozen languages. Jobs are one of their five major verticals and they partner with thousands of job boards and newspapers to help jobseekers be more efficient in their search. Trovit listings are highly visible as they are visited by 11 million unique users a month.
• JobRapido JobRapido is a global job search engine similar to SimplyHired and Indeed. They conduct business in 58 countries with more than a thousand companies, have 85 million registered users and are visited by 35 million monthly users. They’re a frontrunner as far as job aggregators go and continue to expand in Europe and the rest of the world.
• JobInventory JobInventory is a job search engine that eschews pay-per-click campaigns for a contributor program. This means that the search results provided to jobseekers are 100% organic. They offer a wide selection as they post jobs from all sources: employers, job boards and classified sites.
• CareerJet CareerJet is a job search engine with a worldwide presence. They’re available in 28 languages and source job ads from nearly 60,000 websites around the world. They own and operate two other brands, Opcionempleo for Spanish language markets and Optioncarriere for French language markets.
• Recruit.net Recruit.net is the leading search engine for jobs in the Asia Pacific region. Their search technology pulls jobs from corporate web sites, job boards, recruitment agencies, classifieds and more enabling jobseekers to quickly find millions of jobs. They also offer pay-per-click advertising, detailed analytics, and tracking for employers and recruiters. Recruit.net operates 18 localized websites in 6 major languages.

Looking for more? Check out our ultimate and most updated list with the best job boards .

Why you would pay for a job board versus free job boards?

Which job board is right for you and whether you should spend the extra on a paid job boards depends on a few factors:

• The urgency of the hire – if you need to hire quickly you’re likely to find them faster by putting some money behind a paid or sponsored ad.
• The type of role – some roles are simply harder to find candidates for. Take for example technology roles and often more senior hires. For this type of role you’ll often need to use a specialist/niche paid job board. The cost of the board will be justified by the quality of candidate it can attract.
• Your location – if you are based in an area where there is high competition for candidates, a paid job ad can help you stand out from the crowd and make sure you’re speaking to the best people.
• Ongoing hiring – as free job ads get old they fall down the rankings on job boards as newer jobs take the top spots. Simply reposting the same job on the same job board won’t get it listed back at the top. So if you’re hiring for a particular type of role over a long period of time you’ll keep your job ad fresh and the candidates flowing by paying for a job ad to keep it high on job board search results.
• Cost control – how much you pay for job ads is completely customizable, especially with pay-per-click (PPC) options. Many job boards have PPC campaigns that you can use to target a highly specific audience. This means that you only pay when interested and suitable candidates view your job listing.

Never forget that a badly written job ad will never attract the best candidates whether you pay for an ad or not. So be sure that your job ad is up to scratch before you start .

So a paid ad is always better?

Not necessarily. There are many jobs where the free job boards can perform very well. Indeed for example is the biggest job board in the world, its free version has a huge amount of candidate traffic and can provide great candidates.

You’ll need to decide which job boards are best for you on a role by role basis and whether paying for a job ad will work out better in the long run.

Try Workable free for 15 days , and see which job boards work for you. Post your job to multiple free job posting sites with one submission, and get discounts on premium listings.

6. Specialist job boards

Specialist Job Boards, also referred to as niche job boards, trade on quality of candidates over quantity. Many have grown out of successful community sites or evolved into community hubs as well as listings sites. This is an introduction to some of the top job boards in their respective fields — or head straight to our job board directory for the full breakdown.

Industry-specific job boards

TECH AND PROGRAMMING

• StackOverflowCareers StackOverflowCareers is the place to go if you’re looking for developers. Some 100 million devs and technologists use it every month.
• Dice Dice the other tech job board giant with a database of more than 9 million tech resumes in the US. Has a cross-posting network and minimizes unqualified clutter due to its niche nature.
• Github GitHub is a community of 50 million developers but it also has its own small job board. More often used to trawl for passive candidates .
• Dribbble Dribbble is a community that gives you access to designers’ portfolios and profiles. Plus you can post your jobs and connect with top talent.
• Behance Behance is where some of the top brands post their creative jobs. It’s also the place where 10 million professionals showcase their works enabling you to take a peek before you decide.
• Doximity Doximity has attracted almost 75% of US doctors. It’s a professional network and a job board. You could call it a niche version of Linkedin.
• HealthECareers HealthEcareers with 6,500 employers and more than 11,000 medical & healthcare jobs posted, this job board is guaranteed to provide you with qualified applicants.
• Rainmakers Rainmakers attracts top performing salespeople, making it a leading sales career site and sales talent community.
• AllRetailJobs AllRetailJobs board adds 4,000 resumes per month on their database and has more than 19,000 employers and recruiters using the platform.

HOSPITALITY

• HCareers HCareers is the premier job board that covers all hospitality jobs (hotels, restaurants, travel etc).
• Mashable Mashable has emerged as a global media company with 45 million monthly visitors and its job board is a go-to for digital talent.

FINANCE & BANKING

• eFinancialCareers eFinancial Careers includes jobs in finance, accounting, banking and insurance and has an audience of more than 1m finance professionals.

Job boards for different types of work

FREELANCE/FLEX

• UpWork UpWork (previously oDesk) is free and is for freelancers only. If you’re looking for one, check out their well-rounded database of 18 million freelancers.
• FlexJobs FlexJobs is free and effective when it comes to flexible jobs. But only if you’re in search of part-time, telecommute or freelance employees.
• WeWorkRemotely WeWorkRemotely is the job board without borders allowing you to narrow down talent that doesn’t have to be in the same location as you.
• Snagajob Snagajob is the largest resource for hourly employees. Has 100 million registered job seekers and 700,000 employer locations in the US and Canada.

INTERNSHIP/RECENT GRADS

• Internships.com Internships.com is used by more than 80,000 employers that can post and manage their internship jobs for free.
• Looksharp Looksharp is made for entry-level jobs and internships.
• AngelList AngelList will be familiar to most startups. More than 100,000 of them use it. Candidates get to apply privately and see salary and equity up front and startups get to access a huge list of developers and designers actively looking for a job. All for free!

7. How to post to multiple job boards for maximum impact

Recruiting software (like an Applicant Tracking System , or ATS) takes the hassle out of hiring by automating repetitive tasks and enabling you to keep everything you need to do your hiring in one place. Posting your job to multiple job boards and social media sites used to take hours. Now, it can be done in a click . Your recruiting software may even offer discounted or free job listings with specific partner sites.

Get candidates in one place

As candidates apply through job boards, their application data flows directly back into your recruiting software, or Applicant Tracking System (ATS). Your ATS will organize each applicant’s resume and application materials, track how many candidates are applying to each listing and enable you to see how many candidates you’re moving forward in the hiring process . You’ll also be able to discuss candidates with colleagues and keep all their communication on the candidate’s timeline .

How to post jobs that will be seen everywhere

Maximize your reach by using the job board integrations offered by your ATS. Posting to several job boards at once is a great way to get more exposure, and more exposure means more applicants. Automating this task with an ATS saves time but also increases productivity. With an ATS, your hiring team can save hundreds of work hours you’d otherwise lose to filtering a large pool of applicants. This helps you identify top talent faster and focus on the more important work of choosing the best candidate for your job.

8. Tips for successful job candidate management

You’ve posted your job and applications are rolling in . Now, it’s time to start building a shortlist. Hiring processes vary from company to company, but generally your next steps for job candidates are one-way video interviews , phone screening , assessments , in-person interviews and at the very end, offer and onboarding , or rejection letters .

In the United States the average cost per hire (including direct and indirect costs) is $4,129. (Source: SHRM)

How to collaborate with your hiring team

Close collaboration with your hiring team will result in more efficient processes for candidate management and a hire who fits better. Whether you are an in-house or agency recruiter, it’s a good idea to send regular updates to your clients or hiring team. Using recruiting software means you don’t have to stitch together spreadsheets, email and elaborate filing systems. Some tools provide seamless and customizable collaboration features so that you’re always in the loop.

Methods used to score candidates

Time to rank your candidates. There are different approaches that can be taken here. One way is to simply rank candidates between 1-5 stars based on a few key elements. Some useful things to look for are:

• Initiative and drive
• Trend of performance over time
• Past accomplishments
• Comparable experience and education
• Problem-solving and analytical skills

How to move candidates through the process

It can be hard to pick up where you left off while managing multiple hiring pipelines. Use an Applicant Tracking System (ATS) to easily identify next steps and efficiently move candidates through the different stages of hiring.

The typical stages of the hiring process include “sourced”, “applied”, “phone/video screen” and “in-person/live interview”. The right system will enable you to disqualify candidates from the process or even move a candidate from one hiring pipeline to another for a different job.

Chances are you know this scenario:

That’s why we made Workable . A simple and powerful tool designed to help you hire better. Workable helps thousands of SMBs and Enterprises hire better candidates faster. Post to all the best free job boards with one click, share your jobs on social media and get discounts on premium listings. When the applications roll in, Workable keeps them all in one place, where you can browse and decide painlessly. Hiring made simple.

Want to try Workable for free?

Get a 15-day free trial and post your job to multiple job boards, and get real candidates.

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7 Examples of Effective Job Posting Best Practices

Job postings are a job seeker’s first interaction with your company. They set the tone for the rest of the recruitment process. Great job postings attract top talent, and bad ones are often ignored. So, that’s why it’s vital to ensure you are using effective job posting best practices.

Here are 7 job posting best practices to help you give candidates what they want. And increase your talent pool.

1. Include salary info

You’ll get more applicants when you list the salary in your job postings, even if it’s just a range. And it drives pay equity.

“Jobs with salary information have 30% more apply starts per impression than jobs without salary information.” (source: JobElephant )

Adding a pay range also cuts down on wasted interview time if candidates end up not liking the salary you offer.

For most states, it’s not a legal requirement to disclose salary in job postings…yet. But compensation is one of the top things job seekers look for.

Indeed even made a goal to list a salary range (or an estimate) for every job posted on their site by the end of 2022. Currently, only 34% of employers give salary ranges to Indeed.

2. List all of your benefits

If you want to attract more applicants, be sure to list benefits.

“Each benefit you include in a job ad increases the apply rate by 1% to 5%.” (source: Appcast )

Benefits are usually tied to your employee value proposition  (EVP). With EVP, you’re answering the question: What’s in it for me?   

Here are some examples of benefits that add value for job seekers:

• Adoption benefits
• Free parking
• Health insurance
• Onsite childcare
• Paid sick leave
• Paid training & development
• Paid vacation
• Parental leave
• Pet insurance
• Possibility for remote or flex-work
• Signing bonus
• Stock options
• Student loan repayments
• Tuition assistance

Get creative to make your benefits stand out even more. So, add images to your job postings or a video about your company’s benefits.

If you need inspiration, here’s a great video from Dropbox highlighting how employees feel about working there. And it also mentions some of the benefits they enjoy (e.g., the tea and scones cart, the gym, and the music room).

3. Remove bias from your job postings

Another one of the job posting best practices you can try is removing biased words. So, you can do this manually or use software like Ongig that automatically flags potential bias and gives you inclusive replacements.

By removing biased language , your chances of attracting diverse candidates increase. Therefore, swapping out words that might deter (or exclude candidates) from underrepresented groups shows your commitment to diversity, equity, and inclusion.

Here are 25 of the most common “ exclusionary words ” found in job postings (with more inclusive replacements):

Note: You can find more examples of biased words to remove from your job postings in The Inclusive Language List for Job Ads .

4. Create templates for consistency

Job posting inconsistencies happen. Especially if you have multiple recruiters (or hiring managers) writing them. And that’s where effective job posting best practices can help.

People have different writing styles, different ideas on what to include for a role, or might be copy/pasting outdated content. So, being inconsistent makes your job postings confusing and unprofessional.

The best way to avoid inconsistencies is to use templates. When you use templates, your team writes job postings with the same:

• Tone of voice (casual, formal, etc.)
• Point of View (I, We, You)
• Format (with bullet points or no bullet points, same fonts, etc.)
• Headings or sections (About You, About Us, What You’ll Do, etc.)

You can create job posting templates from scratch or build templates online. Check out these 5 Tools for Creating a Job Description Template to get you started. 

5. End with a diversity statement

86% of global candidates find diversity, equity, and inclusion (DEI) an important factor they consider when applying for a job.

So, how do you show them your company has an inclusive environment or is dedicated to DEI?

The easiest way is to include a diversity statement in your job postings. Even using a generic statement is better than no statement at all.

Here’s an example of a diversity statement Ongig recommends using at the end of your job postings (feel free to riff on it or just copy it!):

“We embrace diversity and equality in a serious way. We are committed to building a team with a variety of backgrounds, skills and views. The more inclusive we are, the better our work will be. Creating a culture of equality isn’t just the right thing to do, it’s also the smart thing.”

Note: If you need some tips on writing a diversity statement, you’ll find them in our post on 25 Examples of Awesome Diversity Statements .

6. Avoid Login Requirements for Job Applications

When people see a job post, they want to apply quickly and without hassle. Therefore, forcing them to create an account can turn away even the most qualified candidates.

So, when you post job openings, think about the candidate’s experience. Potential candidates are more likely to apply if they can do so directly from your job listings without having to log in. This is one of the most appreciated job posting best practices for candidates.

Moreover, the easier the process, the higher the chances that your open position will get noticed by the right candidates. This is especially true for mobile devices, where job seekers prefer quick and simple application steps. So, by avoiding login requirements, you also make it easier for candidates to apply via social media or other online job boards.

In addition, for HR professionals, simplifying the application process can improve search engine optimization (SEO). Job listings that are easy to apply for are more likely to appear in search results on career sites and search engines.

A clear, concise job title and a straightforward application process can significantly improve the quality of your online job postings. This not only attracts suitable candidates but also ensures that the application process aligns with your company’s culture of being efficient and user-friendly.

7. Showcasing Your Brand in Job Descriptions

One effective job posting strategy is to highlight what makes your company a great place to work. So, use employee testimonials to give prospective candidates a glimpse into your company’s culture and work environment. Sharing stories from current employees can show the best talent what it’s like to be part of your team.

In addition, including relevant keywords in your job listings can also improve search engine optimization (SEO), making your job posts more visible in search results on career sites and search engines. This can help you reach a broader audience and attract more quality candidates. For example, if your company offers remote work or flexible schedules, be sure to mention these perks, as they appeal to many job seekers.

Showcasing your strong employer brand in your job descriptions is a great way to make your company stand out to top candidates. Therefore, by sharing what makes your company unique and a great place to work, you can attract the most qualified candidate for your open role. Remember, your job description is often the first impression a candidate will have of your company, so make it count by considering job posting best practices!

Why I wrote this:

Ongig’s mission is to help you attract top talent. Job posting best practices are woven into that mission and into our cloud-based job description software . Request a demo today!

Shout-outs:

• 14 Viral Recruitment Videos and Why They’re The Best We’ve Ever Seen (by Laura Ross)
• How to show candidates you’re committed to diversity and inclusion in hiring (Monster Recruitment Team)
• Six Job Posting Best Practices to Attract Qualified Talent (by Adriene Smith)
• Job Ad Content: How Benefits Impact Candidate Attraction (by Appcast)

May 31, 2024 by Joanne Derecho in Job Descriptions

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Sample job postings: Effective and Ineffective

You may have read our article on the DOs and DON’Ts of an effective job posting . But what does that look like in practice?

Below, find two examples to learn from.

Example of an ineffective posting

This is the kind of posting that will leave jobseekers with a lot of questions, and little reason to go through with the application process.

Support Specialist

Employer HDL Young Scholar Center Location Duckburg, CA Job Details The HDL Young Scholar Center is seeking a full-time Support Specialist (Monday-Friday). Support Specialists work directly with families who have primary school-aged children, providing guidance on parenting, budgeting, and stress management. Comprehensive training will be offered based on our evidence-based model. We offer a competitive salary, a generous leave policy, manageable caseloads, and a supportive work environment. Given that home visits are an integral part of the role, having reliable transportation is essential, and mileage expenses are reimbursed at the federal rate. A Bachelor's degree is preferred, but an Associate's degree and/or relevant life/work experience will be considered.

Company The HDL Young Scholar Center is a nonprofit organization that works with families in Greater Duckburg to improve student outcomes.

Note that the opportunity itself is worthy of jobseeker attention! This employer promises training and benefits, a culture of support, and consideration for applicants who don’t have a degree.

The problem is in the posting itself. For one thing, it’s poorly organized: As a single block of text, it’s difficult to skim for key information. It includes very little information about the company itself, giving jobseekers no chance to make a connection with the employer, and no direction for those who want to learn more. Perhaps most crucially, it does not provide a salary range, a top demand from today’s jobseekers. (It’s even required by law in some locations!)

In short, this job posting makes it very easy for a jobseeker to say “no.”

Example of an effective job posting

In contrast with the example above, the next example is clear, complete, and includes the all-important salary range – not just once, but twice. In between, it lays out all job duties and qualifications in easy-to-digest bullet points. The company itself is introduced up front in a concise manner, with relevant details of their operation included in the job description, along with an invitation to learn more on their website.

Giving Manager

Employer The Max G. Pluribus School Network

Location Spoonerville, NY

Salary $85,000 - $110,000

Job Details Company Description Our organization is part of a growing network of nonprofit schools dedicated to helping all students reach their highest aspirations. We are part of a network of 24 schools across the U.S., serving more than 10,000 students, and our students consistently achieve high graduation rates.

We currently operate multiple schools in the state, covering grades K-8 and offering a program to support students throughout their education journey. Find out more about us on our website.

Job Description We are looking for a Giving Manager to play a crucial role in enhancing our relationships with individual donors, in partnership with the Development Director. Our goal is to expand our donor base and maximize current donor relationships while also exploring new philanthropic opportunities. The Giving Manager will work alongside the Development Director to manage our current individual giving portfolio, attract new donors, and cultivate strong donor relationships. This role involves direct donor cultivation, system development, and ongoing efforts to increase annual fundraising. Meeting operational fundraising goals and nurturing relationships with individual partners are top priorities. This position will work closely with the Development Director to execute a comprehensive development strategy.

Responsibilities for this role include identifying new prospects, re-establishing relationships with past donors, improving internal systems and processes, and fostering relationships with donors and prospects. We are seeking a goal-driven individual who enjoys building relationships, has a strong passion for our mission, can enhance and develop systems, maintains a sense of fun, and can work both independently and collaboratively. This role encompasses a wide range of project management, system improvement, and relationship management, and the ideal candidate should be a self-starter with excellent project management, communication skills, a keen interest in nonprofit management, and a strong commitment to education and social justice.

This is an on-site position: The Giving Manager is expected to perform their duties either in the office or in the field (as necessary to connect with external stakeholders). This is not a remote or hybrid position, though some work-from-home days may be permitted on a case-by-case basis.

As a Giving Manager, your responsibilities include:

• Develop and execute an individual giving plan and system, including prospect identification, cultivation, solicitation, stewardship, and retention.
• Create fundraising strategies to boost donor acquisition and retention, deepen donor engagement, and expand our base of support to meet aggressive fundraising goals.
• Enhance and expand our current portfolio of individual donors through prospect meetings, informative materials, prospect research, and donor stewardship.
• Provide primary logistical and organizational support to maintain strong donor and prospect relationships.
• Build a pipeline of prospects in collaboration with the board and development committee, creating a growing, diverse portfolio of donors and prospects.
• Manage prospect research and donor data, ensuring accurate and up-to-date database records.
• Collaborate with the development and marketing/communications teams to create materials and reports that keep donors engaged in events, programs, or projects.
• Analyze giving data to identify trends, leverage strengths, and develop plans to address gaps.
• Explore the feasibility of giving circles/levels and implement them if desirable.

Qualifications

• Bachelor's degree required.
• Seven or more years of development/fundraising experience preferred.
• Experience and a successful track record in planning and executing comprehensive individual and corporate giving programs.
• Strong interpersonal and relationship-building skills.
• Ability to use data, metrics, and storytelling to communicate the organization's value and purpose.
• Meticulous attention to detail, strong organizational skills, and the ability to manage multiple projects.
• Proficiency in Microsoft Office applications (Word, Excel, PowerPoint, and Outlook).
• Experience with Raiser’s Edge is a plus.

Compensation We offer a competitive salary in the range of $85,000 - $110,000, based on experience. Our benefits package includes healthcare, life and long-term disability insurance, and supplemental insurance options.

Statement of non-discrimination Our organization is committed to a policy of equal treatment for all individuals applying to our school, without discrimination based on various factors including race, color, gender, age, religion, sexual orientation, or national or ethnic origin.

As always, Work for Good is here to help you throughout your hiring journey with helpful insight and second-to-none customer service. Don’t hesitate to contact us for guidance on making the most of your job posting, or any other concerns you might have.

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Job Posting

Table of Contents

What is a job posting.

• Types of Job Postings

What to include in a Job Posting

• Characteristics of an effective Job Ad
• Job Postings vs. Job Description
• What is job advertising?

Job Posting Sites

How to post jobs on linkedin, how to post jobs on monster, how to post jobs on indeed, google for jobs.

• Building Your Own Recruiting Platform

Also known as job ads, job postings are the primary means through which companies recruit new applicants for available positions.  Traditionally, job postings were often posted in the classifieds section of newspapers. Today, job ads are typically published online. Organizations use recruiting software , like an applicant tracking system or a modern Talent Acquisition Platform, to create and circulate job postings. The utilization of recruiting software ensures centralized job distribution across online properties, like the company’s career site and social media platforms, as well as external job boards.

There are two basic types of job postings--internal and external.

Internal Job Postings

With internal job postings, the circulation of the job ad remains within the organization. This means that the posting is distributed solely to existing employees. By giving existing employees the first crack at the new position, internal postings offer existing staff the chance for internal mobility--the chance to potentially switch departments or take on a new role in an existing team. Many companies prefer internal job advertising because it saves time and money and allows organizations to leverage in-house talent.

External Job Postings

Unlike internal postings, external job postings are circulated among the job-seeking public from the get-go. External postings allow candidates from outside the organization to apply immediately for a position. Organizations often publish external job ads on job boards tailored to their specific industry or employee demographics. External job ads enable companies to expand their existing employee base, bring in outside expertise, and add value to an organization externally.

A well-crafted job posting is essential to attracting the highest volume of qualified applicants. Jobs postings should clearly describe the available position and detail the requirements for consideration. Basic features of job postings include:

• A concise summary of the job, expectations of the position and any other pertinent information
• Information about the company and its work culture
• Required years of work experience
• Minimum education requirements or specialized education requirements
• Required Documents
• Physical and/or mental requirements
• Preferred method for applying to the position

Characteristics of an Effective Job Ad

The most effective job ads generally consist of the following:

• A creative job title
• Relevant keywords for the position
• A clear and detailed criteria for job success
• A concise description of requirements with at least an implicit explanation as to how they are relevant to the job at hand.
• A personal and relatable tone, rather than a more sterile, or formal description

Remember, a job posting is often the first contact your organization will have with a potential employee. Its therefore essential that your postings generate interest in your position and your organization. The stronger your job advertisement, the more success you will have attracting more and higher quality applicants that will yield a higher application conversion rate.

Job Posting vs. Job Description

A new position in an organization requires a detailed and complete job description . A job description is an internal document that details the responsibilities, authority, nuances, decision authority and working conditions associated with the job at hand. A job posting, on the other hand, is an advertisement meant to attract applicants. The posting, therefore, should be a slimmed down, concise, yet hyped-up version of the description designed to attract applicants.

Put another way, a job description is akin to a legal document outlining the responsibilities and duties of a position. A job posting is the advertisement “selling” the position to potential applicants.The most effective job ads successfully brand the company and sell the position.

What is Job Advertising?

Traditionally, job advertising was both expensive and tiresome. To find a single candidate, hiring teams would post a position across multiple channels and weed through countless applications before pinpointing someone with the right skillset and characteristics for the job.

Fast forward to today where innovative companies rely on intelligent platforms that use programmatic job advertising technology to automate job advertising in order to find the best candidate for the job, at the right time, and in the right place. By advertising jobs online with targeted messaging, companies can affordably and effectively get job opportunities in front of top talent. When coupled with candidate nurturing efforts within candidate relationship management solutions (CRM) and traditional job advertising sites such as LinkedIn, Monster, Indeed, and many more, replacing the finding a needle in a haystack model of the past, becomes much easier, efficient, and cost-effective.

The first step in a job posting is placing the open requisition on a career page on your company website. A job advertisement that is search engine optimized (SEO) and mobile-friendly allows Yahoo, Google, and Bing to index the post from the free listing services. To promote your listing further, use an Applicant Tracking System (ATS) that offers integrated job posting management services that assist in building, maintaining, and managing your career page. In addition, the ATS provides insight into which board services deliver the best candidates at the best price via robust analytics. This information is useful for making informed decisions.

As with nearly everything, one size does not fit all. Some job sites focus on specific genders or careers, helping to drive your inclusion or diversity hiring needs. By adding programmatic job advertising to your company’s ATS you can focus on specific target audiences and effectively deliver quality over quantity.

Within the job description itself, best practices would be to create a compelling advertisement that encourages top talent to apply while including pertinent information such as:

• Job title - make it attractive without obscuring the actual position
• Job location - potential employees search by location when determining commute times or possible relocations
• Key qualifications - such as licenses, skills, education, and experience
• Sell the position - include perks, benefits, and work hours
• Summary of responsibilities - describe duties associated with the position, including examples and measurements of success
• Promote the company - list the mission and values of the company and the impact of the position on them
• Provide directions for applying - include requirements for references, cover letters, etc.

Finally, when a company desires the right candidates to apply to the right opportunities, it is best to leverage targeted ads within a structured programmatic advertising engine. These services can greatly reduce the amount of noise at the top of the candidate funnel as they ensure that the company receives the right talent for the right opportunities at the right time.

There are numerous job posting sites. Be sure to read our Job Board page for more information on job boards, how to use them, how to find the right one for you, etc. As an employer, your interaction with job posting sites differs from those of your potential applicants. For applicants, job boards provide an interface where they discover, learn, and apply for relevant open positions. For employers, job boards provide the platform to advertise external job ads .

Employers have numerous options when it comes to job boards. Some boards, like Indeed or Glassdoor, offer massive databases with extensive reach into potential applicants from across industry, background, and experience. Other boards offer more industry-specific or otherwise tailored setups designed to connect employers more efficiently with relevant candidates.

In addition, some boards, like Indeed , offer no cost posting options. You can click here for an extensive list of free job posting sites. Glassdoor and Career Builder , on the other hand, charge for job postings, but offer more robust AI and machine learning tools to identify strong candidates more effectively and efficiently.

With more than 260 million active users monthly, LinkedIn is the largest professional social networking site. In addition to connecting professionals, it contains a job board for management and executive positions that is in a “go-to” for job seekers. To advertise a job on LinkedIn:

• Sign in to or create a LinkedIn account
• Click the WORK icon at the top right of the LinkedIn home page
• Select the POST A JOB icon in the menu
• When prompted, enter the job posting details in each field

Click here to find more detailed instructions on how to advertise a job on LinkedIn.

One of the oldest and most trusted job sites, Monster has over 1 million job posts that cover nearly every career. To advertise a job on Monster:

• Sign in to or create your Monster account
• Click on POST A JOB at the top left
• Select the number of jobs you would like to post
• Enter the job type and location
• Enter job posting details when prompted

To begin the process of advertising a job on Monster, click here .

With more than 250 million job searchers using Indeed per month, it is one of the largest job sites in the world. To advertise a job on Indeed:

• Go to the employer homepage at indeed.com/hire
• Sign in to or set up your Indeed employer account
• Enter the job details
• Enter the job description when prompted

Click here for more detailed instructions on how to advertise a job on Indeed.

Google for Jobs is an enhanced search feature that aggregates job ads in a Google Search. Employers cannot post jobs directly into Google. Instead, Google for Jobs compiles relevant job ads from a variety of job boards and career sites and displays them in a singular Google search.

There are two ways to ensure your job is included on relevant Google for Jobs searches. First, if you are using a popular job board, the site is likely already integrated with Google for Jobs. If so, your job will automatically appear in relevant Google for Jobs searches. You can discover more about which job boards are included in Google searches here .

If your position is posted on a job board that does not integrate with Google for Jobs, you can still have it included in relevant Google searches. To do so, however, you will have to integrate your posting directly with Google, which you can read more about here.

For more on Google for Jobs, click this link .

Building Your Own Recruiting Platform to Maximize Hiring Success

While Job postings, job boards, Google and other third-party resources can all help organizations identify new talent, if an organization is truly interested in building a robust and sustainable Talent Acquisition funnel , it should consider building its own recruiting platform.

Here at SmartRecruiters, we offer mobile-optimized, localized and configurable career web pages that list your current job openings and allow organizations to drive candidate traffic, showcase your brand, and provide interested candidates an unparalleled user experience. Within a career page, employers can:

• Create multiple career pages and target it to a dedicated audience
• Build global career centers thanks to built-in support for 22 languages
• Fully customize and configure the design, images, content, and jobs displayed
• Give a mobile optimized experience for candidates using a mobile device
• Integrate with your corporate website for a consistent candidate navigation experience

You can read more about how SmartRecruiters can help you build your company's career page here .

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11 Best (& Creative) Job Advertisement Examples + Free Template

How to write a great job advertisement 

• A clear job title and start date: Avoid jargon or internal titles such as ‘superstar’ or ‘ninja.’ Job ads that use industry-standard titles are more likely to be seen by candidates.    
• A description of the company: Include the company’s mission and vision so that candidates can determine straight away if this resonates with them or not.
• A description of the role: An explanation of what the actual role entails, and the experience and skills required. 
• Salary and benefits. Including the salary leads to an average increase of 42% in job applications. Make sure to mention (the most important) benefits as well.  
• Location specifics: Is this a remote role or not? Does it require people to come to the office, and if so, how many days a week? Can people choose from which location they want to work? Include these particulars in your job ad.  
• An overview of the application process: Explain what the various steps of the application process look like and what the timeline is so that candidates know what to expect. 
• Call to action: Include a clear call to action. Where and how can people apply? Who can they contact if they have questions?

11 Job advertisement examples

1. aihr job advertisement: senior talent acquisition specialist.

What sets this job ad apart?

• Including an ‘On a typical week’ section in your job adverts can provide candidates with a clear picture of what to expect from the role and the organization.
• Just like AIHR does in their P.S., you can add interesting facts to show candidates that you recognize and value the unique qualities each applicant brings, making you an inclusive and equitable employer.

2. UPS job advertisement: Seasonal Package Delivery Driver

• Use icons to convey crucial information about a role
• Employ captivating company and role-specific language
• Sprinkle in a (brief) employee testimonial .

3. Spotify job advertisement: Associate Strategy & Business Development Manager 

• Consider having a chatbot on your job adverts to answer (basic) candidate questions 24/7
• Think about the best way for your organization to give people more information about topics like the work environment, the application process, etc. You could also provide additional context to separate pages with a ‘Quick clicks’ section.

4. Figures job advertisement: CEO Founder Associate Intern

• Instead of simply stating the salary range, why not make your salary policy public?
• Consider exploring the use of video in your job ads, capturing attention and showcasing the enticing opportunities your company has to offer.

5. McDonald’s job advertisement: Crew Member Part Time

• Consider adding a few tips and tricks to assist interested candidates when applying for the role.

6. Zapier job advertisement: Engineer, SRE

• Ask the team to share recent project achievements to include in the job ad.

7. KLM job advertisement: Airport Baggage Handler

• Include a name and contact information so that candidates can reach out with any further questions.

8. Glovo job advertisement: Groceries Manager 

• Be honest. If, for example, your company has an office-first culture, mention this so that candidates know what to expect immediately.

9. Alva Labs job advertisement: Senior Frontend Engineer

• If fostering personal growth is a core value of your company, why not highlight the development opportunities that candidates can look forward to? 
• Take a cue from Alva Labs and give them a glimpse of what they can expect on their growth journey.

10. Walmart job advertisement for a Cashier & Front End Services role

• Consider including practical information of frequently asked questions in your job ad.

11. Mollie job advertisement: Full PHP Engineer

• Provide candidates with an idea of what to expect from the hiring process
• Set candidates up for success by describing specific technology knowledge or skills they would need within the role.

Job advertisement template

Key takeaways 

• A job advertisement is often the first thing candidates see from your organization. As such, it can be a make-or-break factor in their decision to apply. 
• The 11 job advertisement examples in this article can help HR practitioners create impactful hiring ads for their organization.  

Neelie Verlinden

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Rostov-on-Don

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• Lonely Planet - Rostov-on-Don, Russia
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Rostov-on-Don , city and administrative centre of Rostov oblast (province), southwestern Russia . It lies along the lower Don River , 30 miles (50 km) above the latter’s mouth on the Sea of Azov .

The city was founded in 1749 as the customs post of Temernika, when the river mouth was still in Turkish hands. It then became a flourishing trade centre. Between 1761 and 1763 the fortress of St. Dmitry of Rostov was built there, and a town developed around it, near the Armenian settlement of Nakhichevan-na-Donu, which later merged with Rostov. In 1797 town status was granted, and in 1806 it was named Rostov-on-Don. Because of its key position as a transport centre and port, the town grew steadily with the 19th-century Russian colonization and development of the north Caucasus region and conquest of the Transcaucasia .

These functions remain of great importance. The Don River route to the interior was improved by the opening of the Volga-Don Shipping Canal in 1952, linking the town to the entire Volga basin; a dredged channel gives access to the sea. Rostov lies on road, rail, and oil and natural-gas pipeline connections between central European Russia and the Caucasus region. This nodal location and the nearness of the great Donets Coal Basin have led to major industrial development, especially in engineering. Two huge plants make Rostov the largest producer of agricultural machinery in Russia. Other engineering products include ball bearings, electrical and heating equipment, wire, self-propelled barges, road-construction equipment, and industrial machinery. There are ship and locomotive repair yards and a range of consumer-goods industries. Rostov State University was founded in 1917, and there are numerous other institutions of higher education and scientific-research. Pop. (2002) 1,068,267; (2006 est.) 1,054,865.

Orphanage Directory.org is all about orphanages in Novocherkassk & around the world. Basically it is online directory of , volunteer opportunities, mentorship programs and how you as an individual can help in Novocherkassk. Our mission of Orphanage Directory.org portal is to make common online platform for connecting volunteers & donors with . We have passion for making better world community. If you are looking information about Novocherkassk orphanages names / want to help orphans / orphanage adoption / like books, Non profit organization orphans / volunteer / mentorship programs etc than this website can help you. An orphanage is a institution devoted to the care of orphans for the care and protection of children without parents in Novocherkassk / in the world. Orphanages are often associated with volunteer groups or religious organizations in help them to grow. Orphanages basically takes care of the children whose natural parents are deceased or otherwise unable or unwilling to care for them. Its a hard back but it happens that many time natural parents / natural grandparents / other relatives are not willing / not capable to care for the children in Novocherkassk (Rostov Oblast), Russia or in any part of the world so they become alone without anybody and orphanages are one way of providing for their care, housing and education. An where children who do not have guardians who are capable of caring for them live. Some orphanages employ professionals like nurses, teachers, and other people involved in raising children in order to care for the children entirely within the orphanage. We don't run orphanages and children's homes. We are Internet enthusiastic people & web professional who are trying to make online directory or some common platform of all the Orphanages in the Novocherkassk (Rostov Oblast), Russia to brings volunteer opportunities, mentorship programs and how you can contribute as an individual to in Novocherkassk. Here you will find Free Links to orphanages throughout the world ! Orphanages are being added frequently. We want to connect orphanages with each other and discuss mission related to the welfare of .Orphanages in the world are in need of helping hands , aid, support for making better world community. These children are in need of something, someone to believe in.They can do better and contribute also in every way like normal kids if opportunities are given to them. If you have information about an orphanage or photos of Novocherkassk than we can add to the website than please feel free to contact us to put it on the website. Whatever way you want you can support and care for orphan kids education about human trafficking, transitional homes and training for orphans and foster children who have aged out of care. Through the involvement and support from several individuals, groups of individuals and non-profit organizations in Novocherkassk and worldwide , it is possible to works for the rehabilitation of children belonging to underprivileged and vulnerable sections of the society. Orphanages are often associated with volunteer groups or religious organizations. Many religions in the Novocherkassk & world see care of orphans as a duty to God. Many countries prefer to have all orphans in the care of state-sponsored homes, even if those homes are not as nice as the care provided by religious or volunteer orphanages. In many areas, there is a fear that allowing foreigners or religious people to take care of orphans gives those orphans the wrong upbringing. If you already have a web site related to orphanage that you would like us to link to than please feel free to contact us . Please note that web site should be about an or their warfare related to support our mission. If you do not have a web site about your orphanage / organizations that assist orphanages in Novocherkassk and would like to get a free web site than feel free to contact us with your specific activities details. We have vision to cover whole world and want to make international network of orphanages dedicated to giving children a hopeful future. We want to create resources for orphan kids feeds, shelters, clothes, educates and provides medical care to children in Novocherkassk and worldwide. Join us to become the part of Orphanage Directory.org ! We want to create welfare resources in every country where orphans of that location can be supported using the same resource in an organized & transparent way. We can not do it alone so we want to hear from all country individual / organization to make it happen. We want ministries of Novocherkassk (Rostov Oblast), Russia every respective country to use donations to cover overhead costs, generous contributions from our corporate sponsors ensure that every donation you give directly finances field operations, including food, clothing, shelter, education and medical costs for the hundreds of children we want support. Please contact us if you want to domain /contribute in any way for our good cause. : Donate to Help Orphans, Make a Donation to orphanage Programe ideas orphanages in need how to help orphanages clothes for orphanages helping orphans donors for orphans orphans lives donate clothes to orphans free orphanage volunteer work Searches related to free orphanage volunteer work volunteer work abroad free free volunteer work africa orphanage volunteer Anath Ashram work africa volunteer opportunities Novocherkassk Rostov Oblast Russia free volunteer abroad free volunteer programs free peace corps free orphanage volunteer abroad orphanage adoption orphanage job orphanage volunteer orphanage movie orphanage names orphanage book orphanage synonym orphanage in africa Searches related to orphan in Novocherkassk ,Rostov Oblast, Russia watch orphan online free orphan disease orphan black orphan trailer orphan full movie orphan broadway orphan tears orphan Orphanages For Children Help for the Orphan Infants Orphanages in world - Find list of Orphanages in world, Orphanages services in world and also get world Orphanages services contact addresses orphanage directory dedicated to the newly born babies around world.Our organization is want to help poor orphan kids who are neglected by their own blood, who are neglected by the society, who are neglected by all agencies. - Find the list of the various orphanages in the world - List of various non profit organizations involved for the welfare of orphans - Free Website / Hosting | Link with us | How to Donate ? Our mission is to make a common online platform for the helping the orphans worldwide and for making better community.   You are welcome to register  / share information / contribute or associate in any possible way to make it happen for a good social cause for the world community for . for giving your any valuable suggestion / feedback / comments etc for further improvement. Novocherkassk Orphanages Advertisement. Directory of world orphanages. Find information about various orphanages around us. | | | | |   174 IMAGES Job Posting Analysis MGT2393 Assignment 4 Job Posting Job Assignment Template in PDF, Word, Google Docs Job Assignment Template in PDF, Word, Google Docs Transferable Skills Dissecting Job Posting Worksheet Assignment VIDEO When I created a fake job posting AM.Assignment Manager job Duty Responsibility Salary #jobsearch #info @HappyVloggs ACC116 JOB COSTING July 2 Job Hack: Apply NOW! Visual Job Posting, Envisioneering Assignment operator in Java COMMENTS Job Posting Template and Examples for Attracting Candidates A job posting isn't the place for a long paragraph listing the requirements of a role, but you should include two or three features of the position that are likely to attract candidates. For example, you could mention collaborating with a team or developing innovative new technologies. 4. Spell out the top benefits. How to Write a Job Posting [Free Template] Here's how to write a great job posting: Lead with the job title. Write a position summary. Describe your ideal candidate. List the most important job responsibilities. Highlight essential job qualifications. Close with your company overview. Add any additional information the applicant may need. Job posting example. How to Write Effective Job Postings: Job Description and Skills An effective job posting will have enough information to appear attractive and thorough, but will avoid highlighting tasks that are not essential functions of the job. ... Ineffective: Bachelor's degree in a field appropriate to the area of assignment and five (5) years of related administrative experience, including three (3) years of ... 19 Key Steps on How to Write a Job Posting From crafting an engaging job title to detailing the skills required for the role, here's our list of essential steps on how to write a job posting. 1. Job Post Title Creation. Creating an effective job post title attracts qualified candidates. Your title should be concise yet descriptive. When writing the post, use specific keywords related ... How to Write a Job Posting to Attract Candidates in 2023 Include compensation or a compensation range. Highlight your company culture. Give an overview of the position. Accurately describe the responsibilities of the role. Include the most important qualifications. Your job posting is your first official gatekeeper, the first impression you make on job seekers, and the first step in finding a new ... How to Write a Job Posting That Attracts Top Talent Start Hiring Now. 1. Create a Candidate Persona. Job posts that sparkle highlight the traits and qualities essential for the role and your company. A detailed candidate persona that delves into communication preferences, motivations, goals, qualifications, and soft skills can prove invaluable. How to Write a Great Job Posting: A Roadmap There are 3 criteria that a great job title should fulfill: Keyword. A person searches for a job opening by title. To make your vacancy appear to a job seeker, title it the way the job is searched for. For example, "Sales Manager" rather than "Sales Guru" or "Copywriter" rather than "Wordsmith". Objectivity. How to create job postings that attract stronger candidates Ready-made job postings that get results Craft an effective job posting from over 130 templates. You can also generate job descriptions based on similar roles. Pay-per-click pricing for tighter budgets Pay only when someone clicks on your job posting, and set a daily budget to control your company's spend. Pay as little as $5 a day. How to Write a Job Posting That Attracts the Right Candidates Best job posting examples [+Job posting template] Now that we've explained how to write a good job posting, let's give some examples. To be specific, we are going to give a couple of job ad examples for each of the following segments: 1. Example for startups. 2. Example for big companies. 3. Example for high-velocity roles. Example for startups How to write a better job posting The average job seeker spends fewer than 30 seconds reviewing a job posting. It is crucial for candidates to understand the role and expectations surrounding it, but brevity is key to capturing their attention. Keep the content of your job posting brief and to-the-point by highlighting only the most important and unique pieces of information. Four Great Job Postings and Tips for Writing Your Own Design: Overlays and other branding elements that make the job posting's design unique. Departmental content: Links to content about the department. Location content: Links to information about the office, city or other location-based information. Employee reviews: Testimonials from current or past employees describing their feelings about ... A Guide to Writing a Captivating Job Posting Best practices of a well-written job posting. #1. Write for your target audience. Marketers use the definition of a target audience to specify the group of people that may be potentially interested in their goods of services. HR Managers and recruiters should treat their candidates as a target audience, too. Job Posting Template A job posting is meant to sell applicants on your company, team, location, and all the things that make working for you great. That's what you should be posting to job boards. Download our Job Posting Examples: Download all 3 of our job posting examples, with a generic "help wanted" ad template. 1. Truck Driver posting example. How to write an effective job posting and job descriptions Write An Engaging Job Posting . Identify Popular Job Posting Keywords. Take a look at competitors' job postings. You might also want to review keywords on applicant resumes. If it's a new role, you may even make use of Internet keyword tools. Keep description engaging. Create an engaging introductory paragraph to include in the job posting. 15 Professional Job Posting Templates To Attract Top Candidates Here are a few steps you can follow to create a converting job posting for your brand: 1. Give an Overview of Your Company. Start by giving a concise overview of your company like goals, past clients, company values and work culture, so the applicant can decide whether they can work for your company or not. 2. The ultimate guide to job posting 1. Choosing the right job title for your open role. Whichever job title you choose for your job advertisement, remember that it will be displayed in job listings, on your own website and in search results. While you might think of a job title one way, your candidates could be busy searching for something else. 7 Examples of Effective Job Posting Best Practices 3. Remove bias from your job postings . Another one of the job posting best practices you can try is removing biased words. So, you can do this manually or use software like Ongig that automatically flags potential bias and gives you inclusive replacements.. By removing biased language, your chances of attracting diverse candidates increase.Therefore, swapping out words that might deter (or ... Sample job postings: Effective and Ineffective In short, this job posting makes it very easy for a jobseeker to say "no." Example of an effective job posting. In contrast with the example above, the next example is clear, complete, and includes the all-important salary range - not just once, but twice. In between, it lays out all job duties and qualifications in easy-to-digest bullet ... Job Postings: How to Advertise Your Jobs Sign in to or create a LinkedIn account. Click the WORK icon at the top right of the LinkedIn home page. Select the POST A JOB icon in the menu. When prompted, enter the job posting details in each field. Click here to find more detailed instructions on how to advertise a job on LinkedIn. 11 Best (& Creative) Job Advertisement Examples + Free Template If, for example, your company has an office-first culture, mention this so that candidates know what to expect immediately. 9. Alva Labs job advertisement: Senior Frontend Engineer. Alva Labs is a company that's on a mission to help organizations make better, data-driven hiring decisions. nurse hiring immediately jobs in Raleigh, NC Correctional R.N.s needed for assignments in Raleigh, NC - job post. Worldwide Travel Staffing. 3.5 3.5 out of 5 stars. Raleigh, NC. From $56.26 an hour - Temporary, Full-time, Contract. Responded to 51-74% of applications in the past 30 days, typically within 1 day. Azov Orphanages Orphanage Directory.org is all about orphanages in Azov & around the world. Basically it is online directory of orphanages worldwide, volunteer opportunities, mentorship programs and how you as an individual can help in Azov. Our mission of Orphanage Directory.org portal is to make common online platform for connecting volunteers & donors with orphanages around Azov. Rostov-on-Don Rostov-on-Don, city and administrative centre of Rostov oblast (province), southwestern Russia. It lies along the lower Don River, 30 miles (50 km) above the latter's mouth on the Sea of Azov. The city was founded in 1749 as the customs post of Temernika, when the river mouth was still in Turkish hands. It then became a flourishing trade centre. Novocherkassk Orphanages Orphanage Directory.org is all about orphanages in Novocherkassk & around the world. Basically it is online directory of orphanages worldwide, volunteer opportunities, mentorship programs and how you as an individual can help in Novocherkassk. Our mission of Orphanage Directory.org portal is to make common online platform for connecting volunteers & donors with orphanages around Novocherkassk. Rostov-on-Don Rostov-on-Don [a] is a port city and the administrative centre of Rostov Oblast and the Southern Federal District of Russia.It lies in the southeastern part of the East European Plain on the Don River, 32 kilometers (20 mi) from the Sea of Azov, directly north of the North Caucasus.The southwestern suburbs of the city lie above the Don river delta. ... essay homework paper phd project resume review study thesis