“I love watching the number on my inbox climb well into the double digits.” said no hiring manager ever. “Triple digits?? Thrice as nice!”

Whether you’re the owner of a small business or a human resources professional for a mid-size corporation, your time is valuable. You simply cannot spend all day (and night!) answering questions about your open positions. A well-written job listing eliminates many questions from potential applicants and weeds out submissions from unqualified candidates. It saves you time and money.  

The channels where you place your job listings are equally important. By listing your open positions on KSL Jobs, you receive a better response from local, qualified candidates. No need to weed through hundreds of resumes from out-of-state job seekers who really don’t want to relocate, only to find a handful of local candidates who really aren’t a good fit.

We know Utah. And Idaho. And what to write in a job posting to attract the right applicants. Use these pro tips to hire quickly, easily, locally — and affordably. The price for a 30-day listing on KSL Jobs is just $49!  

1. Write to your ideal candidate

Knowing your audience is the first rule of any type of writing — comedy, sales, social media and recruiting. And the best job listings are a combination of all of the above. A generic description attracts generic job seekers. “People are not your most important asset. The right people are,” writes Jim Collins, author of Good to Great: Why Some Companies Make the Leap and Others Don't. Think about the personality traits that your most successful employees have, as well as what skills would complement your team’s strengths, when writing your job listing so you can find the right person.

Creative agency seeking marketing copywriter. Applicants should have at least three (3) of the following: impeccable grammar, interesting things to say on every subject, a passionate distaste for the Oxford comma and a dune buggy you’ll let the creative director borrow. Does this sound like you? How big are the tires? Okay, the buggy is negotiable, but non-boring writing isn’t. The position requires writing and editing all sorts of copy about a multitude of topics for several different brands, so adaptability and creativity are musts. 

It’s also important to know what members of your target audience value most in a job. Generation Z, for instance, tends to look for jobs with supportive leadership that offer new learning opportunities. Millennials, on the other hand, often value flexibility and work/life balance more than anything else. If you aren’t sure what to highlight, an informal survey of your current employees could help you identify key selling points.

2. Get candidates excited about working for your organization

Company culture and perks are more important than ever. Why should someone specifically seek out employment with your company? Are your warehouse employees eligible for tuition reimbursement? Is there a pool table in your open-concept office? It’s up to you to sell candidates on your company and give them reasons to apply for your positions rather than those of competitors. KSL Jobs makes it easy to communicate popular perks at a glance by adding badges to your listing:

  • Work remote
  • Dog friendly
  • Catering
  • Unlimited PTO
  • Flexible work schedule
  • Fitness center  
  • Tuition reimbursement
  • Flexible dress code
  • Onsite medical
  • Stock options
  • Start up
  • Travel opportunities

Expand on your work environment and team building in the job description — even before itemizing responsibilities and qualifications. “Employees, especially Millennials, are looking for more than just a paycheck from their job. They want to make a difference and work on something they enjoy with people they enjoy working with,” says Maciah Olsen, HR recruiting coordinator at Deseret Digital Media. “Make sure your culture and mission shine through on your job description.” 

3. Set clear expectations

Don’t try to be something you’re not. It can be tempting to overhype your company, use a funny job title (Number Ninja, anyone?) or leave “mundane” details out in an effort to attract more applicants. But this typically increases attrition rates, costing you more money in the long run. As you craft your listing copy, be sure to: 

  • Use a traditional job title for better searchability
  • Indicate whether or not it is a part-time or full-time position
  • Include the location, even if the position is remote
  • If you offer the option to work remote, explain if it is temporary, permanent or hybrid
  • Differentiate between required education/experience/skills and those that are an added bonus
  • Include hourly rate or annual salary range, as well as potential bonuses or other compensation

Olsen emphasized the importance of the last item. “Make sure your compensation is competitive to ensure you are getting the most qualified candidates,” she said. Including compensation also prevents those with salary requirements that exceed what you are offering from applying, saving you time. Do not put “N/A” or negotiable as the pay range.

4. Make it scrollable, scannable and searchable

How much time do you spend reviewing resumes? Chances are you only spend a few seconds scanning a resume and if it piques your interest, then you go back and read it. Job seekers engage in similar behaviors. They are reading numerous job listings in their employment search, trying to find the right opportunity for their skillset. 

The best job posting examples use headers, bulleted lists and the perk badges mentioned above to make your description more scannable, especially on mobile devices. As many as 45% of KSL Jobs users search listings on their cell phone or tablet. Break up large text blocks and keep paragraphs concise. Ideally, your entire job listing should range from 300-700 words, depending on the scope of responsibility. And don’t forget to include highly searched keyword phrases for both applicants and algorithms!

5. End on the right note

Every job listing should conclude with a strong call to action. KSL Jobs has an “Apply Now” button, but it is important to specify any additional requirements. A product photographer may be asked to submit samples of his/her work, while a copy editor may need to take a grammar test. (So much comma drama!) You may also want to remind readers of job perks here.

Further your career while we pay to further your education. Send us your resume, a link to your online portfolio and a short cover letter using the button below. 

Don’t make the application process too arduous, however. The amount of time spent applying should correspond with the amount of experience required. A hostess/waitress should be able to apply on the spot using the mobile app, while a director of food and beverage will likely need to supply more information.

Finally, make sure your contact information portrays the image you want it to. Unless you’re running a doggy daycare, using an email address like Hairy_Pawter@domainname.com could scare off potential candidates … especially the allergenic.  

Now that you know how to write a great job posting that gets results, list your open position on KSL Jobs today. Or, contact us to learn more about multi-listing packages.