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Create job descriptionBefore you click post on your next job, a little upfront preparation can go a long way. Having a clear description, aligned pay range, defined qualifications and a plan for reviewing and responding to candidates helps your job stand out and keeps your process moving.
Use this checklist to get the essentials in place so your post is ready to attract quality applicants as soon as it goes live on Indeed.
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. If you need help creating or refining your draft, Indeed’s AI Job Description Generator can quickly build a clear, skills-first job description based on the details you provide.
A great job post should also be scannable and easy to read. Here are a few best practices for formatting your job description:
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.
Did you know that employers who include pay in their job description receive up to
Also, benefits like health care and PTO can be just as important to candidates as a pay range. On Glassdoor, salary, health insurance, vacation or PTO, bonuses and 401(k) match are the top five benefits people use to evaluate opportunities.[2] 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.
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.
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.
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.
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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.
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:
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.
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.[3] 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.
Preparing a few key pieces before you post can make the rest of your hiring process faster and more effective. A clear, well structured job description, a confirmed pay range, agreed-on qualifications, a plan for who reviews applications and a realistic sense of your market all help your post resonate with the right candidates.
When you pair that preparation with timely communication on Indeed, you are better positioned to attract strong applicants and keep them engaged through each step.
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This article is based on product information available at the time of writing, which may change at any time. Indeed does not guarantee that this information is always up-to-date. Please seek out your CS/Sales rep for the latest on this topic.
Indeed’s Employer Guide helps businesses grow and manage their workforce. With over 15,000 articles in 6 languages, we offer tactical advice, how-tos and best practices to help businesses hire and retain great employees.
