Job postings are a job seeker’s first interaction with your company. They set the tone for the rest of the recruitment process. Great job postings attract top talent, and bad ones are often ignored. So, that’s why it’s vital to ensure you are using effective job posting best practices.

Here are 7 job posting best practices to help you give candidates what they want. And increase your talent pool.

1. Include salary info

You’ll get more applicants when you list the salary in your job postings, even if it’s just a range. And it drives pay equity.

“Jobs with salary information have 30% more apply starts per impression than jobs without salary information.”

Adding a pay range also cuts down on wasted interview time if candidates end up not liking the salary you offer.

For most states, it’s not a legal requirement to disclose salary in job postings…yet. But compensation is one of the top things job seekers look for.

Indeed even made a goal to list a salary range (or an estimate) for every job posted on their site by the end of 2022. Currently, only 34% of employers give salary ranges to Indeed.

2. List all of your benefits

If you want to attract more applicants, be sure to list benefits.

“Each benefit you include in a job ad increases the apply rate by 1% to 5%.”

Benefits are usually tied to your employee value proposition (EVP). With EVP, you’re answering the question: What’s in it for me?

Here are some examples of benefits that add value for job seekers:

• Adoption benefits
• Free parking
• Health insurance
• Onsite childcare
• Onsite gym
• Paid sick leave
• Paid training & development
• Paid vacation
• Parental leave
• Pet insurance
• Possibility for remote or flex-work
• Signing bonus
• Stock options
• Student loan repayments
• Tuition assistance
• & more

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