Writing Effective Job Postings
Here are some tips to help you stand out from the crowd and recruit the best, most qualified candidates for your jobs today.
1. Getting Started
- Use an Appropriate & Catchy Job Title
- If the title of your position is truly Clerk 4.21, think about spicing it up a bit so that candidates will be engaged with your position immediately.
- Who are you?
- Tell the candidate the name of your company and what specifically your company does. Think of this as your opportunity to spark some interest in the candidate beyond a generic interest in a job title.
- What position are you hiring?
- Finish your statement about your company by reiterating what position you are hiring and the reason. Is it due to growth, recent promotion, etc?
- What will this position do, day-to-day?
- When you’re drafting your job posting be sure to include the top five most relevant duties and indicate that the position may include other duties as defined by the scope of the position.
- It’s time to motivate - What’s cool about your company?
- Every company has something that makes it a cool place to work. Your cool factor may be one of your benefits, it may be your office location, or it may be an employee’s ability to bring their dog to work.
- On to the details
- This is your wish list. Start with the highest priority and work your way down to the “nice to haves; but not required.”
- Sell ‘Em Some More
- Use the important notes section to let the candidate know what benefits you’re offering them. Take the time (and the space) to list your benefits so the job seeker knows what you do and do not provide.
- Provide Clear Direction
- If the job seeker needs to provide you with additional details about their background, a portfolio, etc., list those details here so that the job seeker will know what is expected of them.
- Don’t Be Afraid to List a Pay Range
- You don’t need to be specific about the salary or hourly rate of the position. However offering a pay range will help you qualify candidates so that you do not have over-qualified candidates applying for your positions or an hourly candidate applying for a high-end exempt position.
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