Write the Perfect Job Listing (+ Free Template Download)

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write good job ad

When posting a job listing, you obviously want to attract as many relevant candidates as possible. But it’s not as simple as pumping out a job description and a list of requirements. There’s a balance to be struck, otherwise, you could find yourself inundated with hundreds of unsuitable resumes or deterring potentially good candidates.

This article will show you how to write the perfect job listing, lest the ideal applicant slips through your fingers. You will also find a free example to use at the bottom of this page.

Now, you may be thinking “Is it worth the effort of being so thorough in the job listing?”

The answer is a resounding YES.

Here are three reasons why you should write a high-quality job listing:

1. A comprehensive job posting will save you time and effort by filtering out unqualified applicants before they even apply.

2. Being clear and accurate about responsibilities and company culture helps with employee retention. Employees will have an accurate expectation of the role and this can help avoid costly turnovers.

3. A well-written job posting conveys a high level of professionalism and is a positive reflection on your employer brand. Quality applicants are attracted to quality organisations. If your job description comes across as lazy or rigid, so does your company. And who would want to work there?

So, now you know why it’s so important to write a comprehensive job listing, we can get down to how you can do so. 

How to write a good job posting:

  • Make sure the listing is easy to read
  • Provide a company overview
  • Give an outline of the position and its responsibilities
  • Summarise the characteristics of a good candidate
  • List the position’s job requirements
  • Provide additional information as required
  • Ensure it’s easy to apply with no duplication of effort.

How to write a good job listing:

  • Make sure the posting is easy to read
  • Provide a company overview
  • Give an outline of the position and its responsibilities
  • Summarise the characteristics of a good candidate
  • List the position’s job requirements
  • Provide additional information as required
  • Ensure it’s easy to apply with no duplication of effort.

Company Overview

This section should give a brief overview of your organisation; the number of employees, service offering, values and so on. Are they working in a small team or a large department? Who are they reporting to?

You want to give candidates an idea of the company, and what the workplace is like. The good news is that you only really need to write this bit once. You can tweak and update as needed, but once you’ve got a solid base it can save some time in the future.

Summarise the Role

This paragraph will give the candidates an idea of what they will be doing at the organisation. Talk to them directly to add a personal touch and allow candidates to envision themselves in the role. For example, “You will be managing…” instead of “the successful applicant will be…”

Keep your statements short and simple so it’s easy to read, but don’t be afraid to spice it up with descriptive words. A boring and lifeless job listing gives the impression of a boring and lifeless company. 

You want to explain why this job is a great opportunity and how the role plays into the grand scheme of things to deliver value and help your company.

 

Remember that quality job listings attract quality candidates, and filter out the unsuitable ones

 

Highlight Good Personality Characteristics

Here is your opportunity to share your company culture and allow prospective candidates to judge whether they’d be a good fit. Share the traits that you feel will help your employees to excel.

This includes those needed to be good at their job and those that allow for fruitful collaboration within the workplace ecosystem. If you’re struggling, look at some successful employees and identify any common traits you see among them. 

Culture fit is more important than ever, so you want to paint an accurate picture of what your workplace is like. Otherwise, you may find yourself dealing with an awkward and costly turnover.

List the Job Responsibilities

This is the section where you clearly list all of the duties and responsibilities for the role. Keep this in bullet point form so it’s easy to digest for the candidate, but be descriptive in your language. 

The more you include here, the less questions you will have to answer. You also give candidates a clearer picture of their day-to-day. Again, the more information you can give them upfront the less likely you are to have a costly turnover later. Dissatisfaction comes when expectations aren’t met, so ensure you manage these the best you can.

Outline Qualification and Skill Requirements

Like the list of responsibilities, you want to provide a clear list of qualifications you expect or desire in your candidates. This will help you to reduce your applications down to a high-quality, manageable size as those who are unsuitable self-filter out. 

If you’re finding that you’re just not getting the right candidates, it could be that you need to consider working with a specialist recruiter. They’ll utilise their networks and expertise to present you with high-quality candidates that can’t be found on job boards, while you get to focus on other important aspects of your business.

 

While the specifics may differ depending on the role, it’s best practice to list both must-have requirements and more flexible wants. Not only does this show your organisation is adaptable and open-minded, but you may find that perfect employee who ticks all the boxes but only a year of experience short of what you desired. Don’t limit your options if there’s room for movement.

Here’s one extra tip;  include instructions for how to apply and indicate your preferred method. This could be via email, LinkedIn, a form on your website or direct to your ATS. 

Now you know all there is to go out and write the best possible job listing for your organisation. Remember, that the post is as much a reflection of your organisation and its culture as it is a tool for recruitment. A high-quality job listing attracts high-quality candidates.

To get you started, we’ve included a free template for you to use below.

Job Posting Template Preview

Download Job Posting Template in PDF For Free


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