How To Hire
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A job post functions like a sales page. It must capture the attention of the right people, build interest and trust, and ultimately convince them to apply.
One crucial point to remember when crafting a job post is that even though you might not enjoy the tasks this role will handle, someone out there will – probably many people. That’s why you need to put yourself in the mindset of a job seeker and include what would be important for them to know when deciding whether to apply.
From our years of experience and thousands of successful job postings, here are the essential sections you should include in your job post:
About Us and Our Team
Begin by introducing yourself, your company, and your team.
Whether they’re permanent staff, full-time, part-time, or freelancers, discuss who’s on the team, how often you connect (virtually or physically), and how you maintain communication throughout the day and week.
What’s your culture like? How do you have fun?
What opportunities exist for training and advancement? No one wants to remain stuck doing identical tasks forever with no chance to learn and develop their skills.
What would you want to know if you were reading a job post and considering whether to apply?
Whether it’s the culture, training opportunities, company size, or advancement possibilities, make sure you include elements that would appeal to you in the job post.
If you really want to stand out, we suggest including a brief video where you explain what you’re seeking and the difference this role will make to you and your business. This really helps build trust and capture interest from potential applicants. Just a short 60-second video introducing yourself and the role works excellently.
You can conclude your video with something like:
“If this sounds like a fit for you, then I look forward to reviewing your application!”
The Role and Why It Matters
This is the section where you discuss the role itself, why you’re hiring for it, and what the objectives are. Try to explain what kind of impact this role will have on your business and give candidates the opportunity to envision their career path if they join your company.
Of course, the most important part of this section covers the responsibilities and tasks your new hire will handle.
One effective way to outline responsibilities is with a sentence like:
“If you’d been working for us over the past month, some of the tasks and projects you’d have worked on would include:”
…and then you can include a bullet list of tasks they’d have handled.
It’s also good to specify whether this is a full-time or part-time role, whether candidates are required to work during specific timezone hours, and if there’s any schedule flexibility.
What We’re Looking For
Typically called “About You,” this is the section where you explain in detail what kind of candidates you’re seeking.
- What skills do you need them to possess?
- What experience is essential for them to succeed in the role?
- What tools or software do they need experience with and to what level?
- What kind of personality would mesh with the rest of your team?
- What kind of attitude or interests will help them succeed?
For instance, if you’re a photography business hiring for a Customer Support person, then an interest in photography will naturally help them relate to your customers and ultimately succeed in the role.
In this section, you can also include bonus points for any skills that aren’t strictly required but would be beneficial for this role.
Benefits and What We Offer
You may think that benefits are only reserved for in-office teams, but that’s not true. In fact, benefits will help you win over many quality candidates and build a very loyal team.
Some benefits offered to remote workers can include:
- Performance bonuses for exceeding KPIs
- Annual salary increases based on performance
- Stipend for private health insurance
- Office equipment stipend
- Training budget (books, courses, certifications, etc.)
- Yearly team retreats with the company
The Hiring Process
Outline what the hiring process will look like, what stages there are, and when they should expect to hear back from you. This helps set clear expectations upfront.
How to Apply
Often missed, make sure you add instructions on how you want candidates to apply to your job post. This can also be a great initial test to see which candidates follow your instructions.
Before You Post: The Final Check
Before you move on to the next stage, read through your job post.
Does it sound interesting?
Does it give a good sense of the company and what it would be like to work for you?
Does it sound open and friendly like how you’d talk to someone about the job?
Also, have you been respectful and inclusive with what you’ve written and asked for?
Why This Matters: Selling the Opportunity
While there are many great candidates available and looking for work, they’re not all hanging out just waiting for your job post to appear.
You have to sell the opportunity and really highlight why they should want to work for you.
Always keep in mind that they may be giving up another job to come and work for you and your business. Their next rent or mortgage payment will depend on you paying them, so trust is vital.
Writing Tips That Make a Difference
Use Conversational Language
Write like you’re talking to a friend, not sending a corporate memo. Use “you” and “we” to create connection.
Instead of: “The successful candidate will be responsible for…” Write: “You’ll be responsible for…”
Be Specific About Impact
Don’t just list tasks – explain why they matter and what success looks like.
Instead of: “Write blog posts” Write: “Create engaging blog content that drives traffic and establishes our expertise in the industry”
Show Your Personality
Let your company culture shine through. If you’re fun and casual, let that show. If you’re serious and professional, reflect that.
Use Numbers When Possible
Specific numbers make your post more credible and help candidates understand the scope.
Examples:
- “Manage customer support for 500+ daily inquiries”
- “Create content for our 10,000+ social media followers”
- “Support our team of 15 remote employees”
Address Common Concerns
If you’re hiring remotely, address timezone requirements. If it’s contract work, mention stability. Anticipate their questions.
Common Mistakes to Avoid
The Laundry List
Don’t list every possible task they might ever do. Focus on the most important 5-7 responsibilities.
Unrealistic Expectations
Don’t ask for 5 years of experience at entry-level pay, or expect one person to be an expert in 10 different areas.
Generic Language
Avoid corporate buzzwords and generic descriptions. “Dynamic team player” tells them nothing useful.
Salary Secrecy
If you can’t list exact salary, at least give a range. Being secretive about compensation wastes everyone’s time.
Too Long or Too Short
Aim for 500-800 words. Enough to be informative, not so much that people won’t read it.
Where to Post Your Job
Your job post is ready, but where should you publish it? The answer depends on your role, budget, and target audience.
Free Options
- Your company website/blog
- LinkedIn (personal and company profiles)
- Facebook groups relevant to your industry
- Industry-specific forums and communities
- Your existing network
Paid Options
- LinkedIn Premium job posts
- Indeed, Glassdoor, and other general job boards
- Industry-specific job boards
- Remote work platforms (if hiring remotely)
- Professional recruitment services
Specialized Platforms
- For technical roles: Stack Overflow, GitHub Jobs
- For creative roles: Behance, Dribble
- For remote work: We Work Remotely, Remote.co
- For specific regions: Local job boards and platforms
Testing Your Job Post
Before publishing, ask yourself:
- Would I be excited to apply for this role?
- Is it clear what success looks like?
- Have I addressed the candidate’s main concerns?
- Does it reflect our company culture?
- Is it specific enough to filter out wrong candidates?
Making Your Post Stand Out
In a sea of job posts, how do you make yours shine?
Use Visuals
Include images of your team, office, or work environment. Visual posts get more engagement.
Video Introduction
Consider creating a short video introduction from you or team members. It adds personality and helps candidates feel connected.
Be Authentic
Share real challenges and opportunities. Authenticity attracts better candidates than perfectionism.
Engage in Comments
If posting on social platforms, engage with comments and questions. Show you’re approachable and responsive.
Managing Applications Once Posted
Once your job post is live, your work isn’t done. You need to manage the influx of applications effectively.
Set Up Systems
- Create a dedicated email folder for applications
- Use a simple spreadsheet to track candidates
- Set up automated responses acknowledging receipt
- Create a timeline for reviewing applications
Respond Promptly
Even if just to acknowledge receipt, respond quickly. Good candidates have options and won’t wait forever.
Keep it Personal
Avoid completely generic responses. Even automated emails should feel personal and reflect your company culture.
Measuring Success
How do you know if your job post is working?
Track these metrics:
- Number of applications received
- Quality of applications (how many meet basic requirements)
- Time to fill the position
- Candidate feedback about the process
- Source of your best candidates
Red flags that indicate your post needs revision:
- No applications after a week
- Lots of completely unqualified applications
- Candidates asking basic questions already answered in the post
- High drop-off rate during the application process
The Next Step
In order to complete the “How to Apply” section of your job post, you’ll need to have a clear idea of how you want them to apply.
You may have covered this when you planned out your hiring process. If not, it’s time to figure this out in the next part of this How to Hire Guide – Reviewing and Filtering Applications.
A great job post is just the beginning. Once applications start rolling in, you need an efficient system to review, filter, and select the best candidates. That’s exactly what we’ll cover in Part 3.
Remember: Your job post is often a candidate’s first impression of your company. Make it count, make it authentic, and make it compelling. The right person for your team is out there – your job post is the bridge that connects you to them.
Ready to write your job post but want some expert guidance? Feel free to reach out – I’m always happy to review drafts and provide feedback to help you attract the perfect candidate for your team.
