7 Job Post Dos and Don’ts Every Hiring Manager Should Know

How to write an eye catching job description

These days, everybody knows how important creating a compelling job post is in attracting the right talent and hiring them.

There’s just one problem.

If you’re an overwhelmed recruiter or busy professional, you want to make sure that the job ad you create will generate the attention towards the right talent.

Otherwise, you’re just wasting time out of your workday.

Wouldn’t it be great if you had an easy way to figure out the dos and don’ts of writing a job post description that would guarantee to attract the attention of qualified talent?

That’s why we put together an updated list to help you get better results for creating job posts on OneWire. By the end, you’ll know the ways to optimize your job posts. That’ll help boost applications and get qualified candidates’ attention.

The Benefit of Optimizing Your Job Posts

Before we get into the dos and don’ts of writing job posts, let’s look into why writing a compelling description is such an essential part of the hiring process. As we said in an earlier post, developing a well-written job post can be your secret weapon in your recruiting toolbox.

Your job description is one of the first interactions a candidate has with your firm, and with thousands of other openings to compete with; you need to ensure your description captures the attention of qualified talent. Getting your job post right can also compel them to share it within their network.

With less than a minute to capture an applicants’ attention, a compelling post of the role is not just encouraged, it’s necessary. The dos and don’ts listed below will help you get on the right track. We’ve made the table of contents, so you to jump into the areas that you want to read.

  1. DO: Think Outside the Box
  2. DON’T: Make Your Job Titles Broad
  3. DO: Format your Job Post
  4. DON’T: Forget Your Company Description
  5. DO: Make the Company Benefits Relevant to the Generation
  6. DON’T: Overwhelm Applicants with a Long List of Requirements
  7. DO: Share Your Job Post with Your Network

DO: Think Outside the Box

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Let’s start with thinking outside the box. When was the last time you saw a job description that made you excited about applying? Was it your typical list of job requirements and responsibilities? Most postings that truly catch the eye of a job seeker have an “IT” factor.

Whether it’s a sense of humor, a killer company page, or a video invite to apply, don’t be afraid to add some factors that go outside the traditional job description box and showcase your company’s voice.

DON’T: Make Your Job Titles Broad

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It may be tempting to draw new talent to your firm using broad titles such as “Manager” and “Vice President.” However, potential candidates who have been developing their careers in finance or accounting aren’t likely to apply or review roles using those terms.

To get qualified applicants to apply and view the posting, your job titles should:

  • Include the function, like “Finance Associate” instead of “Associate.”
  • Include the industry, if relevant, like “Investment Analyst – Health Care” instead of “Investment Analyst.”

Keep your job titles language natural, and job seekers will indeed find and apply to the role.

DO: Format your Job Post

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Formatting is one of the most important and underrated elements of a job description. As long as you don’t overdo it, emphasizing certain areas of the job description with bold, italicize, underline, or even colors is a great way to make your job more visual and increase the response rate.

Focus on parts of your job description that might be different from the typical one for that role. Need an accountant that wears hats beyond accounts payable/receivable? Bold or italicize those responsibilities to ensure candidates see it if they’re skimming through the posting.

DON’T: Forget Your Company Description

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For many job seekers, your job description could be the first thing they learn about the company. One of the most common mistakes in a job description is to exclude the company bio. To avoid the error, take the time to present your firm’s services, history, and most importantly—your culture.

You don’t need to enter them all, but here are some of the examples of how to add the company bio in your posting:

  • Mention the size of the firm (e.g., employee size, amount of offices, number of clients, etc.)
  • Tell the applicants about the benefits of working in the location (e.g., close to restaurants, accessible to subways, park, etc.)
  • Add in the company’s or department’s culture by including phrases that describe how the firm functions (e.g., family-oriented, collaborative, rewarding, inclusive, fast-paced, casual, etc.)

Differentiating your brand will not only help you stand out, but it will also draw candidates that fit better within your company culture and position.

DO: Make the Company Benefits Relevant to the Generation

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The U.S. employment rate is at an all-time low. With that rate, it makes it harder to find qualified candidates to apply to your posting. One of the innovative ways to make your position stand out against firms is adding benefits that gravitate towards that generation.

A recent study by the Achiever reveals that 20% of employees would leave their job for better benefits. While your firm may have a ton of benefits, showcasing the ones that matter the most to qualified applicants can increase the number of submissions.  For example, if you’re trying to target the Gen Z audience and have a work from home policy, share that benefit on the post.

Adding employee benefits to job ads is a great way to attract the right talent. Highlighting specifics of benefits that motivate the right talent, you’ll have applicants lining up to work for you.

[Bonus points: To learn about motivators from different generations, check out this great article from Inc.]

DON’T: Overwhelm Applicants with a Long List of Requirements

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While we all know, writing all the requirements help to identify and attract a Purple squirrel candidate. Listing over 10+ job requirements can push them away if they don’t meet them all. Listing more requirements can also draw applicants away when more content appears on the ad.

To increase applications, decrease the number of requirements and layout them out as “nice to have” and “mandatory.” That way, candidates won’t feel intimidated when they apply to the role.

If you have a ton of requirements and need to share them with the candidate, mention them in the interview. Then you’ll get a grasp if you are finding the perfect applicant.

DO: Share Your Job Post with Your Network


Image Credit: Pexels

After you optimize your job post, letting employees and network know about the posting an essential part of any hiring strategy. To get your job in front of applicants, firms tend to overlook internal communication to increase application rate.

So, don’t be afraid to let them know the importance of filling the role. Your network will only share a posting if you let them know about the opening and importance of it at your firm.

[Bonus points: To get more people within your network to share the posting, build the post to make it easier for them. That way, it’ll be easier for them to copy and share the post with their network.]

For more guidance on getting the most qualified applicants from your job descriptions, check out these posts we created on Are these job description mistakes impacting your application completion rate? and How to optimize your job descriptions.

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