Breaking Down the Job Posting Large

Breaking Down the Job Posting

January 28, 2020

Job postings are a key part of hiring and managing employees for any business. They help ensure that you are bringing in applicants who understand the qualifications and responsibilities of the job, and that candidates understand potential responsibilities so that they can be held accountable. When creating a job posting, treat it as a blueprint. It will give you the plans for what you need from an applicant to fill the position. It should also advertise the position; that is, qualified job seekers should want to apply after reading your posting.

The following is a list of what needs to be included in a job post to get the best results. When you're done reading, feel free to check out Tips, Tools, & Resources and filter by "Fill job openings" under Guidance Scenarios.

1. Title

A good job title should accurately reflect the nature of the job by being self-explanatory as many job seekers search for jobs by the title. If you try to get to fancy with your title by using "Customer Experience Enchantment Consultant" instead of "Shop Assistant," fewer people will find your posting, meaning a smaller pool of applicants to choose from. Job titles should be short and sweet and use keywords job seekers will search for. While it's tempting to use fancier job titles for branding reasons, remember that job postings are meant to be functional. They should be designed with the job seeker in mind, not just the company.

2. Company Overview

You should include a short description of your company's mission and values in the job posting. Describe what makes your company stand out from others and why your business is a great place to work. This will allow the applicant to better understand whether they will fit with your company values, while also encouraging people to apply. If a job seeker's goals and values align with your company's, they will be more likely to apply.

3. Position

The position portion of your job posting should be written so that anyone reading it will understand all they can about the position before they apply. Include the primary roles, responsibilities, functions, and duties of the position. Also, include how the listed position impacts the function of the business. Include different skills, characteristics, abilities, and competencies you are looking for in candidates (example: organizational skills or bilingual). This portion of the job posting should aim at answering these questions:

  • What is the position all about?
  • What will the employee be responsible for?
  • What kind of setting will the employee be working in?
  • What duties will the employee be responsible for executing?
  • What tasks will the employee be responsible for overseeing?
  • What kind of skills & abilities does the job require?

Job seekers are generally more likely to apply if they know these things beforehand. Remember that a candidate being "fit" for the job is not the only point that matters. The applicant will also need to be certain that the job will be a good fit for their goals.

4. Qualifications

List any qualifications a candidate will absolutely need for the job. Qualifications include:

  • Education level.
  • Degree(s) obtained.
  • Technical proficiencies.
  • Certifications.
  • Licenses.
  • Years of experience.

Include any qualifications that aren't outright required but would make for a stronger candidate. If you do this, be sure to clearly mark them as "preferred." 

5. Pay & Benefits

Salary and wages can vary depending on a candidate's education and experience. Generally, knowing how much a job pays is important to job seekers because they will be using it to support themselves. It will also help them budget. In short, job seekers will want to know what kind of pay and benefits you can offer them.

First, including the salary or pay range in your posting will help ensure that your candidates know everything about the job before applying. Also, it will be less likely for you to interview someone who may turn down the job because the pay isn't enough, meaning you save time.

In this part of the job posting, you should mention the different benefits your company has available for its employees. This would include things like 401(k), medical and dental insurance, vacation days, schedule flexibility, on-site child care, etc. This portion of the job posting should demonstrate how much the company cares about its employees.

6. Contact

Finally, you need to include a way for candidates to contact you, whether it be email, phone, or in person. List any items that need submitted with the application such as a resume, cover letter, letters of recommendation, or transcripts. If you do not want candidates calling or bringing in their applications in person, make a note of this in your posting. If your application is online, include a link the candidate should follow to apply.

Applicant Tracking Systems are great tools for handling this aspect of hiring. They give you an integrated system you can use to accept, store, and screen applications. They also streamline the entire hiring process.

Home / Articles & Tips / Breaking Down the Job Posting

Infographics