A job posting is a public, usually one-page description of an open role. Its first job is to help the right candidate decide to apply. A standard template can convey the facts, but it also needs to make the opportunity worth reading. section 4.4 section 4.4.1
Build the posting around the candidate’s decision:
- Start with a clear title and a first sentence about what the person will do. That sentence may be all someone sees in an email preview or social post; do not spend it repeating the title or introducing the company. section 4.4.3
- Set out the role, minimum requirements, required skills, and company or legal information. Read each line as the candidate you hope to attract would read it, and cut padding. section 4.4.1
- Consider publishing the pay scale. It can build trust and filter out mismatched expectations, though management may worry about exposing pay differences with current employees. section 4.4.1
Lead with the work
A cloud architect opening can begin with leading a data-center move to AWS; a junior mobile developer opening can begin with learning from a team building Android and iOS apps. Each gives the reader a concrete reason to continue before describing the company. section 4.4.3
Keep descriptions ready for the disciplines on your team, alongside candidate-sourcing channels. Revisit and test the wording: hiring needs can change quickly, and an uninspiring posting can weaken the rest of the recruitment effort. section 4.6 section 4.5
Listings are useful beyond filling a vacancy. When considering a technology, check how many related roles appear and whether a sizable team could be hired. As a candidate, judge an opening as a whole: an experience requirement may be a firm limit or a preference. section 8.8.2 section 15.7
