The quality of your job posting can have a huge impact on the quality and quantity of applications you receive. Your posting is the first interaction with a potential candidate, so it\u2019s important that you make a great first impression. An effective job posting breaks down in to the following elements; fine-tune these to perfect your posting:<\/p>\n
A good title for a job posting clearly states the job\u2019s role, highlights a single position and isn\u2019t a \u201ccatch-all\u201d jumble of buzzwords. Strong titles don\u2019t include internal tracking codes, or marketing language such as \u201chot,\u201d \u201cimmediate hire,\u201d or \u201cmultiple positions.\u201d They shouldn\u2019t include position-specific details such as \u201cfull time\u201d or \u201ccontract to hire,\u201d which should be included in the relevant areas within the job description. Examples of Good Job Titles: <\/em><\/strong><\/p>\n Examples of Poor Job Titles: <\/em><\/strong><\/p>\n Include only relevant skills to the position; skills should not be duplicated within the skills area (for example, using \u201cJava\u201d three times). It\u2019s important to make sure the required years of experience is accurate based on the skills or technologies used in the job. Don\u2019t apply a blanket \u201c10+ years of experience\u201d to a job requiring a tech skill that hasn\u2019t been in existence for that long (e.g. iOS has only been around for 8 years.)<\/p>\n An individual job posting should only contain a single type, or multiple types that are directly related. For example, you should avoid posting a position as both Full Time and Contract, as that makes it hard to sort in a search and attracts two completely different types of candidates\u2014unless you want Contract candidates mixed in with Full Time ones. If multiple types are included, they should have common characteristics. For example, \u201cContract Corp-to-Corp\u201d and \u201cContract Independent.\u201d<\/p>\n Job descriptions should open with a strong, attention-grabbing paragraph that captures the key elements of the opportunity and the company. Any description of what the job entails should be very conversational and informal. Qualifications should be clear and descriptive. Include minimum qualifications, preferred qualifications and \u201cnice to haves\u201d that are specific and realistic. Don\u2019t try and get someone who is an expert in everything; they probably don\u2019t exist. When writing the description, remember to leave room for growth. Define the skills that are specific to the position, while identifying areas or new skills that the potential candidate can learn on the job. Capture the day-to-day functions of the position, including added job benefits, tech stack, technology equipment provided, etc. This gives candidates insight into what they should expect on a daily basis. You also need to present your organization in the clearest and best light: Provide information about your company, its culture, the problems it solves, and how the position will help your company achieve its goals. And most of all, remember to be honest, transparent and conversational. Pretend you\u2019re chatting with a friend and you\u2019re pitching them the job. Show candidates why they would want to work there; and don\u2019t try to position the company as something it\u2019s not.<\/p>\n Some important tips to throw into the mix:<\/p>\n\n
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Required Skills <\/strong><\/h3>\n
Position Type <\/strong><\/h3>\n
Job Description<\/h3>\n
Other Things to Consider<\/h3>\n