Our clients often come to us frustrated that they are not receiving quality candidates in response to their job postings.  In this day of on-line job boards and AI fueled searches, it is increasingly important that you properly structure and effectively draft your job postings.  A well-crafted job posting should be clear, concise, and comprehensive.

In response to all the frustrated employers out there, here are our Top 6 tips to create an effective job posting:

  1. Tip #1 – Keep the Title Clear, Concise and Unique: Choose a clear and straightforward job title that accurately reflects the role. Avoid using jargon or overly creative titles that may confuse candidates. 

Be sure to include any unique aspects of the job in the title.  For example, if the position offers a remote option put “REMOTE” in all caps in the title – anything to make this position stand out from the hundreds of other positions with the same title.  Similarly, if the position is only two days per week, put “2 DAYS PER WEEK” in the title – this will keep those looking for full-time work from applying (and wasting your time).

  • Tip #2 – Keep the Job Summary Brief and Concise: Start with a brief summary or overview of the role. This provides candidates with a snapshot of the job’s key responsibilities and its significance within the organization.  Then outline the key job duties.  Keep the posting easily readable by listing (with bullet points) the primary duties and responsibilities of the role. Be sure to include any non-negotiable responsibilities such as call coverage or weekend shifts.

Keep the summary and job duties brief and high level, but specific enough to provide an accurate depiction of the role.  Rember, this is not a job description – only a job posting.  Postings that are too detailed can overwhelm and turn off even the most qualified job seekers.  Remember, shorter ads get more applicants per view than longer ads.

  • Tip #3 – Outline the Qualifications and Requirements: Clearly outline the qualifications, skills, and experience required for the job. Differentiate between “must-haves” and “nice-to-haves.” Be specific about education, certifications, and years of experience.

Keep this list brief and less restrictive (rather than more restrictive).  You don’t want to lose out on a talented candidate that has two2 years’ experience rather than the requested three years.

  • Tip #4 – Be True to your Practice Culture: Provide a brief description of your organization, its mission, values and culture.  Is it a fun-loving, family environment or a more serious and focused workplace? This helps candidates understand the practice’s culture and whether it aligns with their desires.  Over half of today’s job seekers say they will take less money for a practice with a great cultural fit.
  • Tip #5 – Post the Salary: Pay is the most important aspect of the job for the majority of job seekers.   Many states like NY and CA are already requiring employers to include the salary in a job posting.  By posting the salary range, you will save time by avoiding interviews with candidates who will not accept the salary being offered.   Conversely, if your salary range is appealing, it will attract more qualified and experienced candidates.
  • Tip #6 – SEO Optimization Applies to Job Postings Too: Optimize your job description for search engines to increase visibility. Use relevant keywords and the job title throughout the body of the posting.  This will allow job boards to find your posting sooner and place it higher on the list.

Remember that your job posting is often the first impression a candidate has of your organization, so it’s essential to make it engaging, informative and accurate.  By following these tips you will optimize the chances that job seekers not only read your posting but apply to it.  Good luck out there!

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