How to Create a Job Posting Template to Attract the Best Hires

Creating a compelling job posting is a crucial prerequisite to finding the perfect candidate for an open position at your company. Not only will the right job post reduce your time-to-hire and cost-per-hire, but it will also accelerate your recruiting process by manifolds.

Since 2018, the number of job openings has exceeded unemployment. Therefore, it is now more important than ever to carefully write your job posting if you want to ensure that those generate quality applications, your company’s open positions get filled quickly, and your hiring process gets streamlined at large.

In this article, we will look at a few essential steps that will help you create a great job posting template that, when implemented correctly, can help convert high-potential candidates on a job board to long-lasting employees.

How to Create a Compelling Job Posting Template

1. Describe and Sell the Opportunity

When you’re formulating the next job posting for an open position at your company, one best practice would be to write it in such a way that potential hires get a look at a typical day in the job role.

For instance, if you’re looking for an intern to design a particular software, you wouldn’t just want to mention it in a generalized way in your job description. You should explain what type of software you’re looking at designing and what programs the candidate should be well-versed with to be eligible for the role.

You need to make sure that you list all the additional requirements that might take a candidate by surprise.

Next up, you’ve got to furnish some value for your potential candidates within the job posting where they can see all the visible benefits of working for your company. Try defining why your company is different from your industry counterparts and list down every advantage, perk, and compensation you’re offering.

Another benefit you can think about including is the culture at your company. Today, most job seekers want to make sure they’re going to work at a place that values their efforts. They’ll likely look your company up on job boards such as LinkedIn and Glassdoor to figure out what it’s like to work at your organization.

Lastly, you can also think about highlighting your organization’s missions and values so that the candidate knows what kind of employer they’ll be working with during the job search itself.

2. Write Without Jargon

When it comes to professional writing, readers often complain about jargonmore than anything else. Within the recruitment context, hiring managers often fail to realize the terms that they’re well-versed with may not always be easy to grasp for candidates, irrespective of whether you’re hiring for a technical position or not.

This is precisely why recruiters should try to substitute everyday language for jargon as often as possible, especially when it comes to creating job postings.

It is only natural for you as a recruiter to feel tempted to create a long list of job responsibilities and skills. However, it would help if you focused on those essential skills for the job. When candidates read a long list of skills, they’ll likely skip over it and assume they’re not qualified.

Instead, try summarizing what experience you’re looking for in a candidate. For example, instead of listing out the requirements, you can summarize them into one short, precise sentence.

3. Consider Mentioning the Salary and Location

Time and again, talent acquisition leaders and employers have found themselves in a stew over whether salaries should be mentioned within job postings or not. And while there’s no one-size-fits-all when it comes to wage disclosure, many states are now taking the matter into their own hands.

Connecticut, Nevada, Rhode Island, Colorado, California, Maryland, and Washington have all implemented laws surrounding the salary ranges for different jobs. Many more states are considering legislation.

Regardless of whether or not a particular state mandates specifying salary ranges, HR managers need to assess if mentioning it within the job posting will act to their advantage and get more serious candidates interested in the open position at their company.

Another critical aspect of an effective job posting is mentioning the location you intend to employ the candidate. This has become more important than ever because, since the COVID-19 pandemic, there has been a significant increase in the number ofcandidates exclusively looking for remote positions.

The job location can even end up being a deal-breaker for some applicants, so you shouldn’t be missing out on the location. If the position is in the office, you don’t want people who want a remote job to be applying for it.

4. Spell Out the Responsibilities Clearly

When writing your job title and requirements, you should remember that the Americans With Disabilities Act (ADA) requires that the job description list out all essential job functions.

This allows anyone with disabilities to figure out whether or not they would be able to perform those tasks.

To make sure that you’re compliant with the ADA, make a list of essential job functions and make a list of other features that are nice to have in a candidate but not required.

5. Have Someone with Prior Experience Review the Template

Before you publish the open positions at your company on job boards, it’s always good to have someone with prior experience review it to ensure there are no errors.

If you received a resume or application with errors, it would probably affect the applicant’s candidacy. Similarly, if there is an error in your job postings, the applicants might also end up having second thoughts about your company.

By having error-free job posting details, you’ll be able to attract way more qualified candidates with your job advertisement.

Example of an Effective Job Posting Template

Usually, most recruiters follow a similar structure for their job posting to attract the best candidates. They follow a simple yet informative approach.

And while some positions may require more information to be included within the posting, especially for upper-level or high-impact roles with particular qualifications, a few elements remain the same.

Here is a template you can use as a reference when writing job postings.

The headline or title should include the name of the role. You can also list a few out-of-the-ordinary duties or benefits to capture candidate interest.

The company name is another important aspect of your job posting, and this section should also highlight a few achievements of your company in the niche. You can also think about including a comparison chart wherein you elaborate on why your company is the best out there.

Next up, in the first paragraph, elaborate upon the most critical aspects of the job. Include the most exciting parts of the job and the benefits of working in that particular position. Here, you can include features like:

• The pay range
• Full-time or part-time status
• A concise list of key responsibilities

After that, list the essential qualifications someone needs to get hired for the said position. This should include:

• Education
• Experience
• Certifications

It is vital to advertise the benefits your company offers. This can be a significant motivating factor when a potential hire decides to apply.

Include a list of the following, if applicable:

• Health benefits
• Paid time off
• Vacation
• Gym memberships, discounts, or other perks

Include some basic information about the organization and its underlying mission. This can be done in paragraph form or as a list of the company’s goals and values. For instance, if your company is in an exciting or interesting location, you can explain the benefits of living and working in that area.

Lastly, if applicable, include the name and contact information of the hiring manager since they will be the primary point of contact and should be easily reachable if the candidate has any relevant queries.

Start Using This Job Posting to Attract Top Talent

There are many other simple yet effective ways you can think about optimizing your job postings. Stay updated with the latest trends within your industry and experiment with techniques that your counterparts are leveraging.

You’ll eventually figure out what’s working well for you.

To know more about hiring best practices and what you can do to attract the best talent, get in touch with us at Recruiter.com .

We will be happy to guide you through your most minor queries so that we can together build employee-centric and result-driven workplaces in the long run.

Get the top recruiting news and insights delivered to your inbox every week. Sign up for the Recruiter Today newsletter.