It is quick to post a vacancy online (it takes just a few minutes), but it requires more consideration to attract the right candidates. A poorly phrased job title, a lack of salary data or an unreasonable wishlist can put off quality candidates and result in hundreds of unqualified CVs being received.
Employers then need to determine where they will advertise, who needs the information when applying and how they will review applications. In this guide, we will show you how to post a job online keeping it short and clear, avoiding any loopholes and professionally.
Define the Position Before Advertising
Writing a job post is just one part of the process of finding a successful candidate. The hiring manager MUST understand the reason for the position, its responsibilities and which skills are REALLY needed.
You learn more starting with the person who will be managing the new hire. Please validate the expected roles & responsibilities, reporting pattern, work timings, location & level of hierarchy. If the job replaces someone who left, check that the previous job description reflects the needs of your company today
Prepare a short list covering:
- Main responsibilities
- Essential qualifications
- Preferred qualifications
- Required experience
- Employment type
- Workplace location
- Salary range
- Benefits
- Expected starting date
- Application deadline
More specifically, the difference between core-needs and wants. A company might want five years' experience for instance, whereas a competent candidate with three years of relevant experience would be more than able to do the job successfully.
Leverage a Job Title Candidates Identify With
A good job title should describe the role in words that candidates would use in their search. Internal titles can feel unique within at a company, but translate poorly to job boards.
Senior Electrical Engineer is more straightforward than Engineering Excellence Leader. For instance, Office Administrator will be more keyword friendly than Workplace Support Champion.
Do not stuff the title with unnecessary phrases like “urgent hiring”, “immediate vacancy” or “great opportunity”. The description can also involve details around urgency or how readily available something is.
The title needs to match the actual level of the role too. Sure you can make a click bait naming an entry level as managerial but they will attract different candidates and lose their trust when you mention the responsibilities.
Choose the Right Job Website
Which platform is the best depends on the position, industry and country of your employee. Sharing the same job opening on every site you can find is not always the best solution.
Generalist job sites are suited for professions such as administration, customer service, sales, retail, healthcare and logistics and other well-knowns. Management, Finance, engineering & Specialist jobs are better suited for Professional Networking sites.
Niche platforms come in handy when recruiting for a specific industry or type of work. A website geared toward startups might serve a technology startup better, and a dedicated remote-work platform might work for a fully remote position.
Employers hiring internationally might also use sites like Dev Global Jobs, which has pages dedicated to each country and promote global, remote, visa-sponsored, UN & NGO jobs. Depending on your target market then it might be worth exploring additional reach through other platforms, such as LinkedIn and Indeed among others.
Confirm before selecting where to proceed with advertising:
- Countries served by the platform
- Relevant industries and job categories
- Free and paid posting options
- Length of the listing
- Candidate-screening features
- Application-management tools
- Employer-verification requirements
- Renewal conditions
- Total advertising cost
It usually makes more sense to publish on two or three relevant platforms than a large number of unrelated websites.
Write a Clear Opening Paragraph
The first paragraph should succinctly define what the company needs and why a perfect candidate would want to be in this position.
Job title, employer or industry, location & employment type. If the position is remote or hybrid, make it clear from the onset.
For example:
Position: Full-time Procurement Officer for a construction and trading company based in Doha. Responsibilities include responding to supplier inquiries, comparing quotes and placing purchase orders & coordinating deliveries. Based in Doha, the position requires previous procurement experience in Qatar."
This introduction provides enough insights for applicants to determine if they wish to keep reading. More valuable than a boilerplate join our fast moving company statement.
Explain the Responsibilities
Candidates must have an accurate picture of what they experience in a typical workweek. List your top responsibilities first in plain language
An effective responsibility section might read:
- Request and evaluate supplier quotations
- Processing Purchase Orders and Keeping Up Procurement Records
- Coordinate delivery schedules with suppliers and your project teams
- Track open orders and reports for delays
- Verify invoices against approved orders
- Maintain an updated supplier database
Do not overstuff the ad with very little getting done. How many meaningful responsibilities can I comprehend in an easier fashion than a list of twenty loosely connected duties?Five to eight
The description should specify to whom the employee will report, if their role involves supervision, travel, contact with clients or financial authority.
