We want your job post to attract a great pool of quality candidates, so you can hire the right person for your business. You can get the most out of your Indeed experience by preparing a few things before posting your job.
Once you know what a great job description looks like, streamline your hiring process by following this essential pre-job post checklist.
Format your job description so it’s easy to scan
Job descriptions with few paragraph breaks are difficult for candidates to read online. Creating a nicely formatted job description will help potential applicants see if they are a good fit for the position in just a few moments.
Best practices for online readability include short paragraphs (no more than three to five sentences apiece), larger text for headings or subheadings, and using bullet points or lists more frequently for easy scanning.
We also recommend listing the required qualifications first to help candidates quickly understand if they are qualified.
Research the salary landscape for the position
We recommend researching the average salary range for the position you’re hiring for in the geographical location where the job will be performed. Allotting the appropriate, competitive salary for the position will ensure that you get candidates that meet all of your needs – including salary range.
Choose who reviews resumes before you post
You can choose an email address specifically for receiving resumes from applicants. While your Indeed employer account is associated with the email address you sign up with, if you have a colleague that should be reviewing resumes first or if you don’t want resume emails in your inbox you can elect for a different email address to receive resumes.
If you have multiple job postings on Indeed, you can specify different email addresses to receive resume application emails depending on who the hiring manager or recruiter is for that job post.
Decide if you will require a cover letter
If you’d like to make a cover letter required for your position, make sure that you mention that in the body of your job description.
Indeed’s job posting system ensures that all applicants must submit a resume when you select “Resume required” in the job posting process. However, we don’t require a cover letter, so make sure that you indicate this requirement clearly and early on.
Confirm your job post’s required and preferred qualifications
Have a solid understanding of what qualifications good applicant should have before you start searching.
Stay on track by making a list of the hard and soft skills needed to perform this role well and match those skills with the candidates’ resumes.
Review our automated assessments
Indeed gives you the option to send an assessment to any candidate as soon as they apply for your job. Take time to review our assessments and choose one that will strategically help you receive more qualified candidates. Our assessments range from accounting skills to retail shelf stocking best practices. There are over 50 skills tests to choose from.
When a candidate has completed their assessment, the results will feed directly into your Employer Dashboard. You’ll be able to view and sort candidates based on their assessment scores.
Create a pitch strategy for your company to potential hires
Remember that a candidate is looking at the trajectory of their career when they apply for a job, so that means you need to be attractive to them too. Be prepared to market the benefits of coming on board. What does the company have to offer? How can they grow in this role? Does the company offer any training or support at different stages of development? What about work/life balance?
Make sure you have your pitch down before talking with a candidate you’re hoping will join your team.
Know the current market for the position
Understanding how to align salary, work level and job title for the market you’re in is one of the most important pre-post steps on this checklist If one or more of those factors are out of place, it could be difficult to find candidates that are a good fit. Save yourself time screening unqualified candidates by setting reasonable work responsibilities, salaries and job titles for the role to be filled. Research jobs posted in your area and even nationwide to stay competitive.
Make time to communicate with candidates
It’s not ideal to let resumes pile up. Remember, good applicants left waiting will likely move on and candidates left in the dark will reflect badly on your company as a whole. Make sure you’ve factored in some time to respond to candidates after publishing your job, whether it’s setting aside a couple of hours twice a week to review candidates or even blocking off an entire day for interviews.
If someone’s resume really shines, contact them as soon as possible.
A successful hire is just a matter of organization and planning. Make sure you maximize your recruiting process by taking these nine actions into consideration before publishing your job posting.
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