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Blog>Guides>How to Create a Hiring Post That Attracts the Best Possible Talent

How to Create a Hiring Post That Attracts the Best Possible Talent

Article index


  • If your company is hiring, your job posting is an important tool in recruiting talented and qualified applicants for the role
  • Each section of your job listing should be clear, concise, and easy for candidates to understand
  • Use your job posting to sell your open position and your company to attract the most talented potential applicants


Your job posting is a critical part of finding the talent your company is looking for. The job listing is also an opportunity to convey anything you want a job applicant to know about the job — including your company’s mission, a job description, and the skills you’re looking for. That’s why it’s imperative to get it right when you post jobs online on job boards, your company’s careers page, social media platforms like LinkedIn, or wherever else job seekers might see it.

This job ad is the first step in the application process and often the first interaction a candidate might have with your company. So, you’ll want your listing to reflect the position — and your company — well. It could be the start of a long, productive, and mutually beneficial relationship.

This article will discuss what information you should include in your job ad and some best practices for targeting qualified candidates.

What to Include in Your Hiring Post

If you’re not sure what to include in your job listing, most job boards make it easy on recruiters and hiring managers by providing a template for each section.

We’ll also walk you through the different components of a hiring post. It’s important to understand the best ways to craft each section of your job listing so it can reach the best candidates.

The Job Title

Your job title will be the first thing that a candidate sees when your job listing appears in their search. It should be impactful and grab their attention, but maybe not in the way that you think.

Forget catchy titles, cute phrases, and buzzwords. Get right to the point with a clear and concise title to immediately pique a potential applicant’s interest. You want job seekers to easily understand what the position is as soon as they read your job title. They shouldn’t be scratching their head and wondering what you’re hiring for.

This is especially true if the job is new to your company. If you’ve created a new position, the title published should accurately reflect the duties expected of this role. Your title should also adhere to norms in your field and be comparable to how the job is generally referenced by companies in your industry.

If you have extra character space in your title, be sure to provide as much information as possible, including any special scheduling for the position. For instance, if you’re looking for someone to work nights and weekends, you could fit that into your listing’s title, whether it’s full time or part time, or any special skills that might be required. Read on for more examples below.

  • Part-Time Sales Associate
  • Certified Nursing Assistant
  • Weekend Warehouse Supervisor
  • Entry-level IT Specialist
  • Fully Remote Marketing Manager
  • Full-Time Administrative Assistant

A Brief Company Overview

Your job posting shouldn’t just sell a potential candidate on your specific job opening — it should also sell them on working for your company in general. Effective job listings include a brief company overview.

Applicants want to know about your company and its history, any products and services offered, the brand’s mission, the size of your staff, office locations, and an idea of the company culture. You don’t need to write a novel, but consider including a couple of paragraphs to sell your company as a sought-after employer. You might also invite candidates to follow your brand on social media for a more in-depth understanding of who you are.

A Brief Position Summary

Summarize the position you’re hiring for succinctly and accurately in an engaging manner so candidates can understand the job and visualize what the role might look like if they were hired.

This section should range from one to three paragraphs.

Accurate Information About Job Duties

This section should include the most essential functions and responsibilities of the position. The most effective way to compile this information is by using bullet points so it’s easy for job candidates to read and understand.

Before hiring for any position, consult with leaders in the job’s department (such as the hiring manager), human resources team members, and anyone else who might have useful input to ensure the list of job duties included for this position is accurate and up to date. If your applicants are working with inaccurate information during the hiring process, you won’t find the right candidate.

Candidate Skills, Experience, and Qualifications

Accurately convey the skills, previous work experience, and other qualifications that you think would make a candidate successful in the position. A list of key qualifications will let a job seeker who is considering applying know how they might stack up during the hiring process. This section could also help them decide if they’d be a good candidate for the position and whether they’ll apply.

Information About How to Apply

Provide accurate information about where and how a job seeker should apply for the position. Make sure your hiring team is on the same page about what this process looks like. It would be unfortunate to lose a qualified candidate by having them submit their application to the wrong email address or by providing an incorrect link to your application portal.

Job Posting Tips to Attract the Best Possible Talent

Now that you understand the format and various sections of a typical job listing, below are some tips for attracting the best talent.

Involve Relevant People in Creating the Post

Who prepares your job listing will depend on the size of your company. If you’re a larger firm, you’ll likely hand this task over to HR. At small businesses, this task is likely taken on by the manager of the team that’s hiring.

To write a great employment listing for your open position and truly understand your current hiring needs, though, you should consult with all the relevant people who might interact with this role in a significant way.

While someone from human resources might provide the company overview and tweak information provided to them, they’ll likely want to reach out to the team leader to learn about the nuances of the job. If this individual will work closely with other departments, consulting leaders on other teams could help determine additional responsibilities and sought-after skills for the position.

Keep It Clear and Concise

You want your job listing to be easy for applicants to understand. It should leave them with a clear idea of what the position is and whether they’d be a good fit for it.

Creating a concise job posting with no additional room for interpretation opens a good line of communication with candidates early in the hiring process. This will help prevent any confusion as you move forward with interviews and, ultimately, hiring.

Sell the Position and Your Company

Your job posting is an important tool to sell your job opening and your company to qualified candidates. Use this space — and their time — well. Only include the most important information about the role and your brand so they can make an informed decision about whether they want to apply.

Your Next Great Hire Is Waiting on Joblist

Once you’ve written the perfect job post, find your next star employee on Joblist. We provide job seekers with a personalized online job search based on specific interests, skills, and experience. This means your job ad will turn up in searches for the most relevant candidates who are looking for job opportunities that match their background and goals.

With just one click, your next hire could connect with your company through Joblist. Share your job listing today and start building your team!