All work and no play makes Jack a dull company. So while your job postings should be informative in all the right ways (and not contain any of these red flags that scare off applicants), they should also be inspiring and intriguing enough to attract the talent that best fits the job requirements and your company’s culture. By letting these guidelines steer your job postings, you’ll sell the position and your company to the inspired—and inspiring—candidates you’re looking for.

• Clearly outline the responsibilities. What are the position’s five or six most critical duties? Use plain English to focus on those. An overlong “requirements” list will show you’re unrealistically looking for a two-horned unicorn, and will only scare off your actual unicorns who don’t hit every note. On the flipside, “Other duties as assigned” is vague and cheapens the job posting (will that “other duty” be grabbing your boss’s dry-cleaning?); savvy candidates understand that not every duty appears in the job posting.
• Include salary information. Some companies treat salary like it is CIA classified. But when does that approach ever work? Salary mismatches typically create one of two scenarios: 1) a candidate goes through multiple interviews, only to rage-quit from an offer well below their current salary; or 2) a company sets its heart on the perfect candidate, only to be crushed when the candidate is out of budget. Putting the salary range in the job posting saves everyone time and heartache by attracting candidates willing to accept the offered wage.
• Update the template with each posting. When it’s time to re-post, don’t dig up the original posting from 1999. You don’t know how the job has changed in the last 20 or even the last 5 years, but you can bet that is has. If you’re able, talk with the employee who currently holds the position, and find out what you can about the role. What duties does the job perform now? What skills and experience will the company need in a replacement employee?
• Share your company’s details and culture. Remember old newspaper classifieds, probably what you see in that 1999 posting? “Law firm seeks experienced paralegal.” Today, your goal is to not sound like the most boring employer ever. It’s up to you to entice candidates by sharing what a great place your company is to work! It’s also up to you to attract candidates who will mesh well with your company’s culture. So it’s best to be clear about both from the get-go. Start with a bit about your company and why it’s a great place to work, and why this position offers such a great opportunity. Show some personality that’s true to your brand and your culture, and you’re more likely to attract like-minded candidates who will stay for the long haul!