Your vacancies are the way to attract and enamour your candidates. For many people, it can even be your company's letter of introduction. Be careful with your words and win over your applicants.
On many occasions, job portals reject job postings for not complying with their policies and legal conditions. So they should also be taken into account as an important player in the process.
Here are the best practices for publishing attractive vacancies both for candidates and for all job portals.
The importance of the Job Title
We tend to think that the most important part of a job offer is the job description, and it is true that it is very important, but the title also plays an important role. It is the first contact the candidate has with the vacancy. It should be clear enough so that the candidate knows what role is being sought.
Follow these tips to writing good vacancy titles:
Be direct
Write an enunciative title with the specific name of the position in as few words as possible. It is recommended to use between 2 and 3 words. Avoid offering irrelevant data, remember that you can expand details in the description.
Avoid internal codes
It is very common to use internal use codes on vacancies, they are very useful if you are working with recurring vacancies, but you can raise doubts or confuse the candidates. They will not understand what it is and it will not add value to the title.
Do not add the location
In the job offers there is already a field for the location, don't write it in the title, it may penalize your positioning in portals and, moreover, it tarnishes the title.
Do not add benefits and/or requirements
As with the location, this information should be provided in the job description. Incorporating this information in the title can lead to penalties in search engine positioning, as well as the rejection of the publication in some job portals.
Think like a candidate
To confirm that it is a useful and effective title, we recommend that you put yourself in the shoes of your potential candidates. Would they use those words to search for your vacancy? Would they understand the vacancy title? Would they apply for the vacancy as soon as they saw the title? Do the expectations generated by the title correspond to the complete job offer? Think about these questions as if you were a candidate and make sure it is the right title.
How to write better job descriptions
The job description provides full details of the position. It aims to both informing and attracting candidates. It must make clear all the functions, benefits, as well as requirements of the job position.
Find out how to improve your job descriptions with the following tips:
Present your company
Whether you are a large company or a small business, the first thing to do is to put into context for the candidate and explain what your company does, what its corporate culture is and why it is a good place to work. In this first part, you must generate a global and transparent image of your company. The intention is for your candidates to imagine what it would be like to work at the company.
But remember that the main focus is on the position to be covered, so you must be brief. Portals such as Indeed recommend not to emphasize information about the company that is not relevant.
Structure the information
Candidates are accustomed to a standard vacancy format. Follow the pattern: Presentation of the company - Functions - Requirements - Benefits. In addition, if you can create lists for sections such as functions and/or requirements, you will help to make it easier for the candidate to read.
Create inclusive descriptions
Every word counts. When writing your descriptions, keep in mind that they should reach all types of candidates. Use inclusive language and avoids bias of any kind.
Do not add contact information
Most job portals penalize or reject offers that include contact details. They are often associated with spam content. Do not include e-mail address, phone number or URL..
Avoid descriptions related to capital investment
It is generally not allowed to talk about the cost of training, medical check-upss or any other activity required prior to hiring. These may be considered indications of abusive labor practices.
Non-offensive content
It seems obvious, but we also remind you that content that could be construed as libelous, defamatory, slanderous, discriminatory, abusive, obscene or known to be false, misleading or inaccurate is not permitted on any job portal or aggregator.
Updated descriptions
Many job positions need to keep up to date with the latest latest trends and/or technologies. If you have templates or use similar descriptions for your vacancies, check from time to time that they are up to date with the industry and the market.
Review the description with department employees
Finally, a good way to confirm that this is a correct description would be to rely on colleagues in the department who have more experience in the area. Sometimes there may be highly technical or industry-specific terms or profession that we may confuse or not use correctly. Ask them and get out of doubt. Your experience in selection and their specialty will be the perfect match to create an more precise description.
So much for the most important tips on descriptions. If you have any specific questions about content policies, we advise you to check the legal pages of the job portals.
- Computrabajo Mexico Policies (Section REGULATIONS OF USE FOR PROFESSIONAL USERS)
- Policies of Computrabajo Colombia (Section REGULATIONS OF USE FOR PROFESSIONAL USERS)
- Computrabajo Peru Policies (Section REGULATIONS OF USE FOR PROFESSIONAL USERS)
- Computrabajo Argentina Policies (Section REGULATIONS OF USE FOR PROFESSIONAL USERS)
- Computrabajo Chile Policies (Section REGULATIONS OF USE FOR PROFESSIONAL USERS)
- LinkedIn Professional Community Policies
- Indeed Policies
Thank you!
The Pandapé ATS Support team