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6 statistics to help write better job postings

6 statistics to help write better job postings

Your online job ads may be the first time a potential candidate has been exposed to your business while they are likely scrolling through dozens of job postings looking for the right fit. It’s essential you job posting sparks their interest and earn a second glance.

How you write your posts and when you upload them can make all the difference.

Here is 6 recommendations to help write better job posting ads:


1.       Remember that less is more:

Shorter job posts receive 8.4% more applications per view than average.

Candidates usually don’t want to read lots of text when they click your job post. Most will spend just 14 seconds deciding whether or not to apply, so make your posts easily scannable.

Short job posts (1-300 words) tend to do much better than medium (301-600 words) or long (601+ words) ones—convincing candidates to apply 8.4% more often than average.

Concise posts help keep the most important information top-of-mind for candidates. They’re also easy to scan on any device—perfect for those job-hunting on their phone which many candidates do rather than on a desktop.


2.       Focus on what matters:

61% of candidates say the salary range is the most important part of the job description, but don’t let it outshine the opportunity.

If you’re trying to cut your job description down below that 300-word sweet spot, it helps to know what information candidates prioritise when they’re reading your job posting.

Unsurprisingly, the majority of candidates say details about compensation are what matters most.

Of course, candidates also care a lot about other aspects of the job, with qualifications and job details tying for second place in the importance category (49% apiece). But first and foremost, they want to know if the job will support them and their family while they are in Queenstown.


3.       Save culture for later:

Only 28% of candidates want to learn about your company culture in the job description.

While it’s a vital recruiting and retention tool, candidates don’t want to hear about it in huge detail from the outset.

When they’re first browsing your job post, the job details, remuneration and benefits matters far more.  


4.       Keep it real:

While your job post isn’t the best place to talk about your culture, it’s still best to keep culture on your mind while you are putting the posting together. That’s because the tone of should be closely tied to the vibe of the business, or it risks giving candidates the wrong impression.

Ultimately, the tone you use should give candidates an authentic feel for the atmosphere at your company.


5.       Be mindful of the words you use:

Masculine language, as an example can make women less likely to apply.

If diversity and inclusion are important in the business, take out any  gender-coded job descriptions. Masculine words and phrases like “rock star” can put women off from applying.

Check whether you are using language for the role that clearly doesn’t align with the role. Again, ‘rock star’ for a house keeping role just isn’t right and puts candidates off applying.


6.       Promote on Mondays:

More than half of all applicants apply for jobs early in the week.

Fridays, Saturdays, and Sundays are the absolute worst days to post your job. Viewing and application rates are highest on Mondays, gradually declining as the week goes on.