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Job Advertising Posting Guide

A new job has opened up at a company within your association. Now, it’s time to fill the role, so your employers do what any modern company does — post a job listing online. After a week of the post being live, they check it to see how many applications you’ve received — and it’s only a handful. What went wrong?

There are many reasons why a job posting fails, and learning the aspects of a stellar job ad can help your employers attract the right candidates from the start. Continue reading to learn how to help your employers write job postings with the correct details, formatting, language and more.

What to Consider When Creating a Job Posting

While creating an ad may seem relatively simple, employers must put a considerable amount of thought into their postings to ensure they’re effective. Otherwise, they can’t expect a wide pool of qualified individuals to interact with the posting, let alone apply. By creating a thorough listing from the start, your employers can ensure they receive enough applicants to make the best decision for your association without needing to relist the ad later.

A sufficient job posting has the following components:

  • A description of the position
  • A list of the expected responsibilities
  • A summary of the required qualifications and skills
  • A note about the associated benefits and salary

However, employers can’t just add the above elements and expect them to work — they must be carefully crafted to inspire applicants to take the next step.

5 Tips to Make Job Postings Stand Out

There are specific approaches employers should take to ensure all of the sections in their postings are both descriptive and actionable so applicants fully understand the position and feel the need to apply. In some ways, understanding how to post a job opening is a skill in and of itself. Sharing a few tips with your employers will help them create impactful posts from the start.

1. Format With an Outline

Every part of the ad should be clear and concise. This approach can require a bit of a balancing act — you don’t want the post to be too vague, and it also shouldn’t overload readers with too much unnecessary information. A simple approach, ensuring your employers highlight the most important details, is the best idea.

A job posting outline can help them keep the ad informative yet easy to read:

  1. List the job title.
  2. Begin the body of the post with a short overview of the role to engage potential applicants.
  3. Describe the role’s expected responsibilities.
  4. Follow with the job’s required qualifications and skills.
  5. Add a note about the anticipated salary and benefits.
  6. End with a few lines about the company and its culture.

Aim for the sections to be about three to eight sentences maximum. There’s no hard rule here, but keeping the sections tight and succinct with minimal sentences will ensure users don’t have to read paragraphs of information to fully understand the job’s details. It may be helpful for your employers to create a rough draft of the job posting first with as much information as they want. Then, they can do a second review to narrow down which details should stay.

A few formatting tips will also help. Use bullet points and numbered lists when possible — no one likes to encounter a massive block of text. Every section will also need its own header so readers can identify sections with ease. If your employers have control over aspects like the font and bolding, they should use these aspects to their advantage, using a simple font everyone can read and highlighting the most important elements in bold letters.

Approaching each new job posting with a basic formula will give your employers a better chance of filling the role successfully from the start.

2. Use the Right Language

These days, many companies try using trendy language in their job ads. Take the following sentence as an example — “We’re looking for a rockstar consultant who loves to work hard and play hard.” When applicants see that kind of language in a job post, many of them will roll their eyes and keep scrolling. This reaction happens for a few reasons, but mainly, it’s because applicants don’t have a clue what that means.

While casual language can help your employers convey their company’s laid-back culture, using precise, professional wording is more important. A job ad should be direct and accessible. There’s a time and a place for fun, flowery terminology that ensures applicants know the company has a personality, which is typically at the end when discussing culture. At any point before that, the wrong verbiage can turn applicants off from the listing, as they likely won’t grasp what the role entails — and that’s the whole point.

Another reason to mostly avoid trendy phrases is search engine optimization (SEO). No one is searching for openings for “rockstar consultant.” Instead, they’re looking for “associate management consultant,” and your employers’ posts won’t show up when they search that phrase. If they want the most applicants to find their ad, your employers should consider the language they’re using.

A bit of creativity can help job ads stand out, so think twice about going overboard for the sake of comprehension and SEO.

3. Ask Current Employees for Help

Often, recruiters have to rely on standard job descriptions for each ad they post. Unfortunately, said job descriptions can be outdated and vague, failing to reflect the role’s current requirements and the company’s newfound culture.

It helps to reach out to people working in the same or similar roles for input. These individuals can give your employers further insight into what’s changed, and they’ll be able to find a candidate that best suits their needs, as they’ll all be on the same team.

4. Create a Sense of Urgency

The most effective job listings urge readers to apply, even when the company isn’t in a rush to fill the role. In other words, your employers don’t want potential applicants to click out of the listing with the intent to come back later — employers should want them to apply immediately.

Fortunately, you can give employers a few tricks to create that sense of urgency in a job ad:

  • Add an application deadline and start date: An application deadline tells applicants exactly when the posting will close. Having a firm date in front of them will push them to apply now rather than wait, as they may miss the deadline. On top of that, including a start date for the position gives applicants a clear timeline for when they’d potentially begin the role.
  • Include contact information: Remind employers to add their contact information or the contact information to which applicants should send applications. Give clear instructions on what the email or message should say and include. This way, it’s as easy as possible for applicants to quickly send along their information after reading the post.
  • Reconsider application requirements: While some jobs require extensive information from applicants to find the proper fit, other roles may only need a resume. Encourage your employers to consider what they can remove from the application process to make it less time-consuming. Do they really need three references from past jobs? Could they make the cover letter optional? Only require what’s necessary so candidates don’t feel overwhelmed when navigating to the application.

All of the above tips will streamline the application process so people feel more inclined to apply immediately after reading the listing.

5. Talk About Culture

Keep in mind that a “now hiring” post is more than an ad for a job — it’s an ad for the company. Employers should leave a section at the end to briefly review why people should come work at their organization. If candidates are intrigued by a role but don’t see any information about the company, they’ll be less likely to apply. A candidate who ends up not being a good fit will cost a company time and money.

Ask your employers to consider the following questions as they craft the section about their workplace’s culture:

  • What are your company’s standard benefits and perks?
  • Is your company an equal opportunity employer?
  • What’s your company’s mission?

Remind members that candidates want to know what they’ll get in return for their hard work. A fulfilling role is a good start, but employees also need an adequate salary and benefits to support themselves.

Why Employers Should Use Job Opening Templates

Creating job ads from scratch can be tedious and time-consuming. To simplify the process, your employers can use a job announcement template for every posting. This template allows them to start each new ad with the basic details they will likely repeat across posts, like information about their company’s culture. Then, edit the rest of the template with information about the specific role being posted.

As a result, employers will spend much less time writing job ads from scratch. Plus, their job listings stay consistent across the brand, even when posting ads to numerous websites. If someone is looking to apply for more than one job at a company, they’ll be able to quickly identify the jobs your employers posted.

Depending on the position or department, employers may want to have a few help wanted templates in their back pockets, such as a specific niche job posting template for a role that’s very distinct. This way, they can cover all of the bases, making the process more efficient.

Overall, job opening templates are a great way to help members of your association make their job posting experience easier and attract the best candidates possible.

5 Characteristics of a Great Job Advertisement

Effective job ads help ensure employers find the best candidate for the job. However, there are some characteristics of good job ads that should be considered when writing effective ads. To help your members write great posts, remind them of these job ad characteristics.

1. Targets the Right Candidates

Regardless of the contents of the job ad or how well it stands out, the ad needs to target and attract the right candidates. The simplest way to begin targeting the right candidates is to put the job title of the open position at the top of the ad. This allows candidates looking for specific types of positions to find the post easily.

Additionally, ensure the ad is posted where the right audience will see it. For example, if a member of your association is looking to hire a sales manager, they should put their job ad under sections like “Management” and “Sales and Marketing.”

2. Lists Desired Qualifications

Effective job ads need to list the minimum qualifications a new hire should have. For example, if the open position requires a certain amount of prior job experience, specific training or a college degree, those qualifications should be listed in the ad. Listing qualifications will likely reduce the total number of applications your employers receive, though the ones they get will likely be able to perform the job as needed. This can be especially helpful when hiring in a niche industry.

3. Describes Job

Job ads should also have a description of the position. The job description should explain the position in concise sentences to give candidates a better idea of what they’d be doing and if they’d be a good fit. Describing the open position is another way of defining what type of employee your employer looking for. For example, if the position requires travel or physical labor, candidates opposed to those aspects are less likely to apply. This allows employers to find applicants who can do those things.

4. Uses Searchable Language

Today, most people search for jobs online, so the language in a job ad should be tailored for searchers and search engines. Employers should consider queries job candidates may be searching for and use those phrases in their ads. Using keywords will help a job listing rank higher in search engines, making it more likely to be seen by candidates. Make sure the keywords relate to the organization, job type and rank of the position.

5. Provides a Call-to-Action

Effective job ads should prompt potential applicants to take action. For example, most online job ads provide links to online job applications, and candidates can easily apply right away. However, if employers post the job opening in formats that don’t allow applicants to apply through the job ad, they need to tell applicants how to apply. For example, they might provide a phone number to call, a website to visit or an email address that candidates can send their resume to. Regardless of what they need to do, be sure to direct them in the right way.

How YM Careers Can Help You Recruit Niche Talent

YM Careers has been a trusted industry leader for more than 20 years. Our career center platform helps businesses with niche job openings fill their roles with stand-out applicants. So far, we’ve connected over 40 million job seekers with hundreds of millions of jobs, setting them on the path toward rewarding careers.

With our comprehensive job board software, your association can help companies in your industry find talent. When job seekers see your job board at the top of their search engine, they’ll be introduced to your association, making them likely to become a member. Current members will come to know your job board as the place to go for new openings — and you become a leader.

Aside from job boards, YM Careers offers software to connect mentees with mentors and help students and recent graduates find jobs as interns.

Contact YM Careers Today for More Information

Would you like to get started? Request a demo today to see how we can help your association build a better job board experience. If you’d prefer to contact us for more information, please do so using our online form. We look forward to connecting.

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