What Makes a Good Job Post?

An effective job advertisement will provide enough detail for candidates to determine if they would be qualified to apply for the position and should leave them with no questions.

When writing your job description, it is recommended to read it in the mindset of your prospective candidate. If you read the advertisement, does it give a realistic and thorough picture of what the role is and what the candidate will be expected to do?

Keep in mind your potential candidate will not yet be familiar with your company, so be sure to minimize or clarify any internal jargon or acronyms (especially in the job title!) Candidates often are searching by keywords, so consider what keywords are integral to your industry and be sure those are included somewhere in your ad. 

 

Job Title - This should be a brief description of your open opportunity. It is recommended to use industry standard descriptions of your job title as this will be what candidates are searching. 

 

Job Summary/Description - This is where you might let some of your organization's individuality shine through. Catch the candidate's attention about what would make them a great fit for your organization and this particular role. Give the candidate an idea of what their day would look like in this role. What will you expect from them and what will you provide to ensure they can meet these goals? Who will the candidate report to and how do they fit into the bigger picture of your organization? We recommend your job description be no less than 150 words. 

 

Qualifications and Skills - Clearly list education, previous job experience, certifications, and technical skills required for the role. Jobs that clearly state the needed experience level are more attractive to candidates. In contrast, they might avoid vague ads if they are unsure if their skillset will be an appropriate match. Be concise about what skills and qualifications are a MUST and which are preferred or could be learned during job training. 

 

Salary and Benefits - Candidates are more likely to apply for a position if it includes a salary (or salary range). Some states have made this a legal requirement for posting ads, but we do recommend all organizations include a salary if at all possible. Consider what experience level(s) your candidates may be, and opt for a low to high range rather than a set figure if necessary. Candidates do often report they will skip ads with no salary listed, as they cannot be sure it will meet their living cost needs. Benefits can also be listed in either your ad (if they are specific to the role) or in your company profile, and can be as important to swaying a candidate as a listed salary. Does your organization have an amazing medical package, unlimited PTO, flexible hours, tuition reimbursement, etc.? Make sure candidates know what they will be getting, aside from their salary, when choosing to work for your organization!

Location - Be sure to specify the physical location of the job if it is on-site or hybrid (city, state, and zip/postal code if possible!) Your best matching candidate may not currently be in your area, but could be willing to relocate! Make sure they know exactly where you are so that they can do their research on the location.

Application Methods - We offer three application method options for each ad that is run. It is not required to use all of the options, but your must select at least one per ad to ensure your candidates have a way to connect with you - Application Method Options.

Company Profile - The company profile is not set up directly as part of the ad posting process, but there is an option to link all of your ads to your listing in the directory. While it is not mandatory to have a company profile, it is recommended to at least create a basic one to help brand yourself and increase visibility of all open opportunities your organization may be running. - Creating and Maintaining a Company Profile (Company Directory).

The career center platform aims to make posting your job as easy as possible by guiding you through the process with fill-in boxes and drop-down menus. While not all fields on the posting form are mandatory, we recommend filling in as much as possible. Many of the drop-down boxes offered will turn into filters that candidates can use on the job search page. A clear job title and robust job description will provide a plethora of keywords to search for your ad. You are the expert on your organization, so be sure to share your knowledge with your candidates!

 

 

 

 

 

 

 

 

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