It has proven beneficial for an organisation to write an attractive job post since the market has grown quite competitive. Using strong company culture messages, thoughtful job wording, specific job descriptions, and even effective screening of applicants enhances the chances that your job posting will stand out. Here are some helpful points that will enable employers to write effective job postings, remain inclusive and utilise job board features to call for good quality applicants.
Tips for Companies in Creating Job Posts
1. Write Great Job Descriptions
A job posting is only as good as its job description. An optimally formulated job title and detailed responsibilities will help attract candidates with the required skills and experience.
- Avoid Using Generic Job Titles: Do not call a candidate “a Marketing’s researcher’s position’’ when it is clear that market research only forms a small segment of the job description, rather, go for ‘Digital Marketing Manager' since this is a better title.’
- Disclose The Expectations of The Employees: Outline the core tasks in a way that they can be able to articulate well. The description of each of the major duties and their aims within the business’s overall plan should be separated from one another by means of bullets or brief paragraphs.
- Emphasise Career Progression: Candidates feel motivated to apply when they perceive ample possibilities of growth in the job. Such factors may include an opportunity to expand their skill set or gain leadership experience while on the job.
2. Explain the Company’s Culture
Many job hunters look out for the culture of the organisation that they are targeting, and finding the correct employee who shares the same philosophy as the organisation can help improve job satisfaction and retention. Describe some of the features that make working in your organisation interesting to potential employees.
- Explain what the Company Stands For: For instance, if your organisation is based on business growth, teamwork or sustainability, then state this on the job ad. Illustrate such values with actual events that take place in the organisations.
- Allow them a Glimpse of their Typical Day: Describe benefits or customs encouraging an employee to join your company such as company retreats, work-life balance, or charity. This may allow the candidates to visualise themselves as a part of your team and adapt to your work culture.
- Use the Word of Existing Employees: You may find employee reviews or comments about the organisation on platforms such as Glassdoor useful. Former staff members can give potential employees genuine insight into your work culture.
3. Screening Tools Usage
Employing screening tools can not only alleviate the tedious recruitment phase but allow you to sift through the probable applicants in the early stages of the process. Most job sites have a search functionality incorporated that helps recruiters locate potential employees with specific attributes or qualifications.
- Ask Candidates to Respond to Pre-screening Questions: Pre-screening questions should be included to determine whether or not an applicant qualifies for a particular job as early as possible, such as experience or even certain technical skills or professional behaviour. For example, suppose the job requires someone good at data analysis. Pose questions like “Tell us about your encounters with data analytic tools and how they are used to solve business problems.”
- Use skills such as Skills Assessments: Coding languages, linguistics, or even problem-solving skills are common tasks that can be found on a jobs board. These tests can provide you with more information about the applicants and be useful in cutting down on the number of informant interviews.
- Define Minimum Requirements: Another additional parameter that can be applied is education and job experience, which you can also search for on job boards, hence ensuring that you are not wasting time on queries that do not meet your minimum requirements.

4. Support Diversity with Inclusion
It would be wrong to treat diversity and inclusion as mere cliches, for such ideals are essential elements in creating a workplace that encourages innovation and empathy and helps attract and retain the best workforce. Making an effort to promote an inclusive hiring process can help attract a wider range of qualified candidates as well as add value to your organisation’s culture.
- Use the Right Terminology: Always make it a point to write a job description without any term, which may restrict a section of applicants from applying. Certain words tend to have a negative connotation, such as ‘rockstar’ or ‘ninja,’ whereas terms such as ‘passionate’ and ‘commitment’ have a larger market and appeal.
- Accommodate Work-life Balance: Suggest leaves of absence, the option to work from home, nonstandard hours, or job-sharing arrangements, which expand the pool to include parents or caregivers of persons with other responsibilities.
- What other Diversity Policies Do You Have? If your organisation has specific diversity policies or ERGs (Employee Resource Groups), state these in the AMS. Acknowledging the candidates' presence and how they appreciate the organisation's vision can help attract applicants to the company.
- What Inclusivity Benefits Do You Plan to Offer: Do not hesitate to suggest benefits that are progressive and embrace inclusivity, such as parental leave, mental health employment benefits, or even the design of the workspace, for these will all show that focus is on the wellbeing of every employee.
5. Utilise DiverseJobsMatter to Hire for Diversity
For companies where diversity and inclusion are of importance, job boards that specifically cater to a diverse audience can do wonders in improving recruitment. DiverseJobsMatter (DJM) is a site geared at bridging the gap between employers and untapped resources, a situation where diversity and inclusion are emphasised.
- Availability of a Large Pool of Candidates: DiverseJobsMatter gets thousands of candidates from various walks of life, including minorities, persons with disability, members of the LGBTQ+ and other marginalised groups. By advertising your vacancies on DJM, you are advertising your company to people who might not have encountered your job vacancies on other platforms.
- Affirm Your Diversity PR: Activating employer's accounts on DJM shows that equality diversity and inclusion a core values of your organisation. These brands attract job seekers with diverse coverage who want to polish their employers.
- Utilise DJM's CV Writing Service: Considering the candidates' distinct backgrounds, throwing them all into the same pot is useless. To avoid this DJM provides all sorts of templates that the candidates may use to their advantage. During this service, job seekers can build resumes oriented on specific accomplishments and perspectives, ensuring that the applications they receive are simple, powerful, and efficiently organised.
- Enable Inclusive Recruiting Language: Other services provided by DiverseJobsMatter involve assisting employers in creating a welcoming job posting. They contain information on the elimination of implicit discrimination in postings, ways to use nondefensive phrases, and diverse topics to include to boost the appeal to different audiences.
Working with DiverseJobsMatter enables individual efforts to advance diversity in hiring. With proper integration of DJM into your recruitment process, you will be able to reach out to professionals who think that diversity in the workplace is paramount and who will strive to ensure equitable treatment toward all employees.
Landing Quality Applicants with Good Employment Advertisements
Posting a job is not just about listing the requirements and duties of the selected employee; it is also an opportunity to introduce potential employees to the employer’s goals, values, and culture. Making clear and precise job descriptions outlining company values and culture, as well as using tools for screening and promoting diversity and inclusion, enables employers to attract high-performance employees suited for the position and the organisation.
These recommendations will help you gain visibility on the most sought-after job sites and find promising candidates looking forward to participating in your company’s growth.