How to Write a Job Posting That Attracts the Best Candidates

1. Choose a Clear and Precise Job Title

The job title is the first thing a candidate sees, and it needs to reflect the role accurately. Avoid creative wording – candidates search for jobs using specific terms. Use standard industry job titles so your post appears in relevant search results.

Examples of good job titles:

• “Marketing Analyst” instead of “Marketing Guru”
• “B2B Sales Manager” instead of “Client Relations Wizard”
• “Customer Support Specialist” instead of “Happiness Agent”

Using clear titles ensures your job listing appears when candidates search for related roles.

2. Use a Structured Format to Enhance Readability

Candidates prefer posts with clear structure. Divide the text into sections, such as responsibilities, requirements, working conditions, and perks. Structured descriptions are easier to scan and help candidates quickly find the information they care about.

Example of a structured job post:

• Responsibilities:
  • Conduct negotiations and client presentations.
  • Analyze the market and find new partners.
  • Meet monthly sales targets.
• Requirements:
  • At least 2 years of experience in B2B sales.
  • Familiarity with CRM systems (e.g., Bitrix24, Salesforce).
  • Bachelor’s degree in marketing or economics.
• Working conditions:
  • Salary starting from €1,200 + performance bonuses.
  • Hybrid schedule (office + remote work).
  • Official employment and social benefits.
• Perks for employees:
  • Paid training and courses.
  • Health insurance after the probation period.
  • Meal and transportation compensation.

3. Keep Requirements Clear and Avoid Overloading

Focus only on essential skills and experience to avoid scaring away candidates. Highlight the most critical qualifications and include “nice-to-have” skills separately to increase interest without narrowing the pool too much.

Example:

• Essential requirements:
  • At least 3 years of experience working with international clients.
  • Upper-Intermediate German proficiency.
• Preferred skills:
  • Experience in the financial sector or startups.
  • Familiarity with analytics tools (Google Analytics, Power BI).

This separation of requirements helps attract strong candidates while maintaining flexibility.

4. Motivate Candidates to Apply

Beyond listing responsibilities, sell your company! Include reasons why your company is a great place to work. Transparency about growth opportunities and work culture can increase interest.

What to highlight:

• Career growth: “Opportunity to become a department head within a year.”
• Flexible conditions: “Work remotely from anywhere in the world.”
• Company culture: “We value openness, honesty, and initiative.”

5. Provide Specific Details About Salary and Benefits

Candidates want to know exactly what they’ll get. Transparency helps attract the right candidates and saves time. If you don’t want to list a fixed salary, provide a range to give candidates an idea of what to expect.

Example:

• Salary: €1,200 to €1,500, depending on experience.
• Schedule: 9:00 AM to 6:00 PM, Monday to Friday. Option to work remotely.
• Employment: Official contract with health insurance after 6 months.
• Vacation: 25 calendar days.

6. Add a Clear Call-to-Action (CTA)

A simple, direct CTA encourages candidates to apply. Make it easy to understand what they need to do next – submit a resume, fill out a form, or contact HR directly.

Example:

“If this position is right for you, send your resume to hr@company.com or apply on Ovde Jobs. We look forward to hearing from you!”