Top Tips for Creating your Job content

• Get Attention

When drafting a job description, open with an attention-grabbing paragraph. Be as specific as possible when describing the role. Candidates will lose interest when reading a generic description, so make sure that your job content is compelling, interesting and relevant.

• Target

Generic job titles are less effective than targeted ones, so try to include phrases that describe the role. For instance, when looking for someone who manages events and sponsorships on the marketing team, using a job title such as “Events and Sponsorships Manager” is better than “Marketing Manager.”

• Be Open and Clear

Give job seekers a sense of your style and culture. Elaborate and be open about sharing core values, perks, benefits and industry awards with people reading your job description—it creates a memorable impression as they consider whether or not to apply for the job.

• Make and Impact

Sometimes removing content is as important as adding it, so try and strike a balance between providing enough detail in your job descriptions and being concise. You don’t want to overwhelm job seekers with pages of content if a single page is all that’s needed.

• Be Precise

Targeted job titles are more effective than generic ones, so try to include phrases that describe the role. If you’re hiring a “Java Developer,” call it that. Not a “Java Ninja” or “Java Hacker.” Those quirky job titles don’t include common search terms that people use, making your job hard to find. Before crafting a job description, you can look at a few tools to help you identify popular titles for certain jobs.

• Avoid Jargon

When creating job descriptions, forget internal titles, acronyms or jargon. Instead, use Indeed Job Analytics and performance reports to test which titles and descriptions receive the most traffic and produce the most qualified candidates

• Be Clear & Honest

Don’t exaggerate or underplay the responsibilities of the role. Sometimes we see job descriptions that oversell the opportunity in order to attract people, but this approach will backfire in the long run. For example, if your organization operates in one country, don’t describe it as “global.”

• Learn from others

Take a look around to understand what the competition is up to and see if there are any strategies that you may be able to adapt. Your rivals may take a different approach to recruitment that you could utilize in your own strategy. We don’t advise that you copy your competition, but rather be aware of different recruitment strategies.

• Always A/B test

Experiment, challenge assumptions and test constantly. This means continually tweaking, analyzing and optimizing job titles and descriptions for improvements. You can do experiments to compare different versions of your job titles and descriptions to see which ones drive the best results

• Enjoy it

Being an expert on the content that delivers hires for your business can be highly rewarding. We advise organizations to make content creation and measurement a key responsibility, and we encourage the sharing of results, successes and best practices.