A strong job posting is critical to hiring the right person to join your team or company. But, unfortunately, so many people suck at doing them. The reason is that they don’t know what they don’t know. To help, this article shares what you need to know to create the ultimate job posting. Then, using the prompts below, we will review the framework needed to build a job posting that speaks to your ideal candidate.
Section 1 – Ultimate Job Posting (Opening)
The first paragraph should be a few lines providing an overview of your organization. For example, who are you, what do you do, and what impact do you have? Next, sell why a candidate would want to apply for your job.
Section 2 – Ultimate Job Posting (Qualifications)
This section should be a bulleted list telling candidates what qualifies them for the role. I recommend having max five responsibilities noted. Are you expecting someone to have specific skills, knowledge, and experiences? List them here. What are the key personality traits that you are looking for? Are there core tools you would expect a competent person to be familiar with before joining your team? Always note your expectations around hours, and location of work, too.
Section 3 – Ultimate Job Posting (Specific Duties)
This section is where you should note someone’s specific duties should they be successful in the role. Only list five or so duties. I recommend that business leaders decide the top tasks someone would be expected to do in advance.
Section 4 – Ultimate Job Posting (Call-To-Action)
What do you want the person to do to take the following steps? Email resume only? Do you care about a cover letter? I don’t. Is there value in asking the candidate to send you a video? A 1-2 minute video highlighting why they are interested in the position and your organization. If they don’t send in a video despite it being requested, either they are not interested in the role or can’t follow instructions. Do you want them to complete an assessment or personality test?
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