Six Easy Rules to Writing Effective Job Postings

By Alison Martin, courtesy of Workopolis

Finding the most qualified candidate hinges on a well-written job description that clearly spells out all aspects of the job. A poorly written job posting, or one that is vague and jargon-filled, will result in a mediocre pool of talent and wasted time sorting through the inappropriate candidates.

For best results simply follow these easy rules:

1. Provide specifics on the skills you are looking for and the day to day activities of the job.
   Sounds simple, right? You'd be surprised how many job postings don't include these basics.
   
   Rework any generic, vague or jargon-filled job descriptions. Outline precisely what is expected of someone in this role. If there is someone currently holding this position, ask what percentage of their time is spent on various activities – the position may have changed radically since the previous job description was developed. 
   
   Select the NAME of the job carefully – most job seekers search by job title, and job titles are the most important way for us to categorize your job into a FastTrack –where many of our job seekers go to search for opportunities.
   
   
2. Be sure to include the necessary "soft" skills required
   
   You aren't just filling a position, you're building a team. Take time to determine what attributes or personality traits you're looking for, which are essential for "fit" in your organization and essential to the position. Avoid using terms like "good team player" or "leader", as these are over-used to the point of becoming vague catch-alls.
   
   
3. Describe the work environment and corporate culture
   
   This is especially important in a job seeker's market. As well, a candidate with great skills will perform better in one environment than another, so make sure you are clear about who you are. Is your company entrepreneurial, where rules like dress, time off or office hours are lenient? Or is your company far more buttoned-down? Being clear about the culture will help provide candidates who thrive in similar environments or who have experienced such settings and are prepared for it.
   
   
4. Use clear language. Avoid jargon.
   
   
5. Be clear about where this role fits within your organization.
   
   Be clear about where this position fits, how much responsibility it holds, how projects are completed.
   
   
6. Sell it!
   
   What is so great about YOU? Talk about this opportunity – is the industry changing, is the company growing? Becoming more competitive? Sell the positives of your company, industry and this position so you attract candidates who are excited about the opportunity and their role within your company.