Do you have any tips for how I can improve my job listing?
Job Title
Short but descriptive job titles are most effective. Avoid gimmicky titles and abbreviations. Abbreviating “Program Manager” to “Program Mgr” or “PM” might mean some candidates miss seeing your opportunity either when scrolling through search results or when using our search engine to filter by keyword. Straightforward job titles will also improve the accuracy of recommendations you may receive through our Resume Recommender.
Description & Layout
The most successful listings are informative yet concise. You’ll want to give candidates a clear picture of what their day-to-day responsibilities will be without overwhelming detail. We recommend the following layout:
- About your organization
- About the job
- Responsibilities
- Requirements
- How to Apply
Remember that readability and accessibility go hand in hand, so be sure your listing is clear and readable to a broad audience. Make sure you’re using language that is inviting and accessible to those who may not yet be familiar with your organization.
After your first pass, run your text through Hemingway Editor and make sure your readability score is at Grade 9 or below.
For more tips, check out our Idealist Guide to Writing a Strong Job Description and Idealist Listing Templates.
Formatting
Make sure you're using formatting options effectively. Breaking up the text with headers and bullet points makes your listing easily digestible. Want to check how your listing looks before it goes live? Use our "Preview" feature! Add the listing to your cart, then click the “X” next to your listing on the check out page. This will revert it to draft form so you can click back into the listing, then click “Preview.” Check out our other article for more information on previewing.
Experience Level
Many job seekers filter their search based on experience level, so listings that don’t define this field run the risk of not receiving as many views. If you need help deciding what to choose for the Experience Level, use the following guide:
- Entry level (0-2 years of experience)
- Intermediate (3-5 years of experience)
- Mid-level / Managerial (5-7 years of experience)
- Director (10-15 years of experience)
- Executive (15+ years of experience)
Start Date
Job listings with a specified start date tend to see more applicants. If you don’t have a firm start date, you can leave this field blank, then use the description of your listing to explain the flexibility. If you're reviewing applications on a rolling basis, include this in your instructions to encourage applicants to submit sooner than later.
Compensation
Job seekers love concrete information on salary. Our research shows that 27% of job seekers simply won’t apply to listings that don't include a salary range. Not only is salary informative for potential candidates, but promoting pay transparency is an important step towards pay equity.
In fact, many cities and states have enacted pay transparency laws requiring organizations to include salary ranges in their job listings. Regardless of your state or city’s applicable laws, we encourage you to use our compensation fields to include wage information for your opportunity. If possible, check similar opportunities in your area to ensure your compensation is competitive.
Benefits
Benefits are a great way to help your opportunity stand out. Remember to enter these in our Benefits field, which helps to ensure they don’t get overlooked in the text of the job description. Listing traditional benefits like healthcare and time off are a great idea, but consider listing less traditional benefits too —like a pet-friendly workplace or time off to volunteer.
Location & Schedule
Listings that are clear about the job’s location are more likely to connect with interested and available candidates. This is particularly true with remote and hybrid opportunities. Include details about hybrid schedules, like how many in-person days are expected and where that work will be performed.
In the current landscape, remote and hybrid jobs are more likely to receive applicants than onsite opportunities. If your opportunity must be performed onsite, that’s okay! Be transparent about the nature of the role and remember to use your description and benefits sections to highlight all the other advantages your opportunity may have.
How to Apply
Be sure the instructions in your “How to Apply” section are clear. Let candidates know exactly what documents they’ll need to submit and where they should submit them. Avoid providing multiple methods for submission to eliminate any confusion for applicants. For example, if you're using our Applicant Tracker, you shouldn't include an email address or application link.
Applicant Tracker
Our Applicant Tracker helps streamline the application process, making it easier for candidates to apply to your job listing. The Applicant Tracker also enhances the visibility of your listing across other platforms, so listings that utilize our Applicant Tracker tend to receive more applicants.
Resources
Check out our other resources:
- 2024 Idealist Employer Report
- Implementing SEO
- How to Attract and Screen Great Applicants
- 4 Things to Leave Out of Your Next Job Listing
- Recruiting Good Candidates
Explore more Resources for Organizations
Still have questions? Contact us—we’re always happy to help!
