1) Write your job description ahead of time

You’ll want your job post to be both informative and well-formatted. An effective job description includes the responsibilities, requirements, and benefits of the job. You can use Indeed’s job description templates as a foundation for your job post—we have one for almost every job title.

A great job post should also be scannable and easy to read. Here are a few best practices for formatting your job description:

• Avoid big blocks of text – break it up into smaller 3-4 sentence paragraphs
• Use lists (bullet points) to make info easy to scan
• Add sections (qualifications, benefits, etc.) for scannability

Also, we recommend writing your job post in an upbeat tone that feels welcoming for job seekers. Try to stick to an accessible vocabulary that anyone can understand.

For more tips, read this article on How to Write a Great Job Post.

2) Confirm a pay range for the job

Did you know that employers who include pay in their job description receive up to 31% more applications?^[1] Also, benefits like health care and PTO can be just as important to candidates as a pay range. If commissions, tips or bonuses are applicable to the position, make sure to include this info too.

Indeed makes it easier for employers to come up with a fair pay range with the salary recommendation tool on the Job Details page when posting a job. The tool uses data collected from Indeed users to determine average pay based on the location and job title.

3) Decide who will be receiving resumes

Once you start getting applicants, we’ll email you a daily digest of all the people who applied to your job each day. The digest will be sent to the account owner’s email address by default, but you can enter a colleague’s email address to receive those daily digests instead. You can even specify different email addresses for different jobs depending on who the hiring manager or recruiter is for that particular job post.

If you’d rather receive a separate email for each individual person who applies, click Company Settings in your Employer Dashboard and select Email Preferences.

4) Cover letter requirements

Some employers prefer that applicants submit a cover letter, but it’s not necessary for all job types. If you’d like to require a cover letter for your job post, make sure to mention that in the body of your job description.

5) Know the difference between required and preferred qualifications

Some qualifications are nice-to-haves while others are need-to-haves. It’s important to know the difference when posting a job.

Certain required qualifications like degrees and certifications are crucial for someone to perform a job. For example, you can’t even consider someone for a Nursing job if they don’t have the right degree.

To ensure that you only review candidates who meet your qualification criteria, you can add screener questions to your job post. Mark any of these questions as “deal-breakers” to tell Indeed what you need from applicants.
 

Soft skills, characteristics, and other proficiencies that aren’t 100% required to carry out the job are considered nice-to-have qualifications. Make sure you clearly label which qualifications are required and which are preferred in your job description.

*Not available to all users

6) Review our automated assessments

Indeed gives you the option to send a skills-based assessment test to a candidate as soon as they apply for your job. Take some time to review Indeed’s pre-made assessments and choose one that will help you identify quality candidates. We have over 150 skills tests available, from an accounting skills test to a retail shelf stocking test.

When a candidate completes the assessment, you’ll see the results in your Employer Dashboard. You can then sort candidates based on their test scores.

7) Create a pitch strategy for potential hires

Since quality candidates are always in-demand, you’ll want to think about how to get them excited about working for your company. That means being prepared to talk about benefits, career growth opportunities, available training and support, and work/life balance.

Make sure you have your pitch down before talking with a candidate you’re hoping will join your team.

8) Know the current market for the position

Understanding how to align salary, work level, and job title for your market is key. Research jobs posted in your area and even nationwide to stay competitive. Here are some areas to look at to stay ahead of the competition:

• Compensation and benefits (like PTO and healthcare)
• Work schedules and flexibility
• Location
• Opportunities for growth
• Job security

When top talent has multiple offers on the table, they research each company. You can claim your Indeed Company Page to provide a window into what it’s like working at your company and tell prospective employees about your company’s values and culture.

9) Make time to communicate with candidates

Nobody likes to be left waiting, and you don’t want to lose a great candidate because you took too long to reach out. In a recent study, we found that 66% of job seekers typically receive a response from an employer within 1 week or less after submitting their application^[2]. Employers who reply sooner may be less likely to miss out on top talent.

Employers who regularly communicate with candidates can earn the Responsive Employer Badge, which shows up to job seekers every time they see your job post. The badge encourages applications by indicating you’re highly likely to engage with them.

If you’ve checked off all the items on your checklist, you can post a job now.

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