Often, the first place most candidates encounter your organization is through your job postings, especially if they are actively searching for a new career. However, many organizations do not put a lot of effort into their postings, simply pasting in copy from a job requisition. If that is your process, you are overlooking a great opportunity to make a strong first impression, sell your organization, and attract the right talent.

Job titles make a difference.

Let’s start at the very beginning…with your job title. What we typically see with our client partners is that recruiters or hiring managers tend to create new titles for the jobs they post, which leads to countless variations and little consistency. They also will tend to “stuff” the job title with a lot of information that should stay within the posting. Educate your staff and make sure everyone is on the same page with job titling – so it’s not the wild west with your listings.

Here are a few simple rules to follow when titling your jobs:

• Use the most-searched title for your job – that’s the one candidates are most likely to type into search engines. There are several free tools available that can help you find the best titles for each job.
• Don’t stuff your title with personalized information like schedules, departments and locations. It may seem like you are helping candidates narrow their choices, but jamming a lot of unnecessary words into your job title can hurt SEO and lead to fewer candidates seeing your job.
• Proofread your job titles before you post. If you spell it wrong, you won’t turn up in a job seeker’s search unless they make the same typo!

✔️Registered Nurse

❌ RN Oakwood Part-Time Sign-On Bonus

✔️Sales Associate

❌ Fashionwear Consultant

✔️District Manager

❌  District Manger

For more tips on how to find the best title for your jobs, download our e-book on Job Titling Best Practices.

Job postings sell the story.

What is the purpose of job postings? Most would say they are designed to share the job duties and requirements so the right people apply. While those two elements are certainly key to a good job posting, if that is all you provide, you are not taking advantage of what might be your only opportunity to get in front of your ideal candidate.

When candidates have clicked on a posting, they are already indicating interest in your job. Your goal is to convert them into an applicant. Your posting can accomplish this in two ways.

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