Crafting Job Posts That Work: A Recruiter's Guide by atsMantra

A well-written job post does more than fill an open role. It introduces your employer brand, sets expectations, and helps attract candidates who are aligned with your mission. When done right, your listing becomes a silent ambassador for your company, shaping how top talent perceives your workplace.

This guide offers a clear, structured method to writing job descriptions that attract qualified applicants, rank higher on search engines, and improve overall candidate experience.

1. Begin with Purpose, Not Labels

Avoid starting with generic headers like "Job Description." These labels are already shown by most job boards. Use your opening line to engage the reader and immediately introduce the opportunity.

Instead of this:

Job Description: We are seeking a talented Software Engineer...

Try this:

We are looking for a skilled Software Engineer to help build scalable backend systems for our fast-growing fintech platform.

This approach improves clarity, especially on mobile, and respects the reader's time.

2. Use Clear and Searchable Job Titles

Avoid using creative or ambiguous titles such as "Code Wizard" or "Sales Ninja." These terms reduce discoverability and may confuse potential applicants.

Effective job title examples:

• Frontend Developer ReactJS
• Senior Data Analyst SQL and Tableau
• Customer Success Manager SaaS

Including the seniority level and key skills increases relevance and improves search performance on both job boards and search engines.

3. Add a Brief and Compelling Summary

Use the first few sentences to answer the candidate’s biggest question: Why should I consider this opportunity?

Example:

Join our healthtech startup as a UX Designer and help build tools that simplify healthcare access for millions of users across India.

Highlight a recent achievement, your company’s mission, or the impact of the role. Keep the tone positive, professional, and human.

4. List Key Responsibilities with Purpose

Use concise bullet points to outline five to seven core responsibilities. Start each line with a strong action verb and focus on business outcomes, not internal jargon.

Examples:

• Design and develop mobile-first interfaces using Flutter
• Collaborate with cross-functional teams to define product scope
• Conduct usability testing and implement design feedback

Avoid vague descriptions or long lists. Emphasize what defines success in the role.

5. Distinguish Required and Preferred Qualifications

Organize qualifications into two clear sections to help candidates understand your expectations and assess their fit.

Required qualifications:

• Three years of experience with Django or Flask
• Solid understanding of relational databases and SQL

Preferred qualifications:

• Exposure to container technologies such as Docker
• Experience with cloud platforms like AWS or Azure

Keep the must-have list aligned with your actual screening criteria to reduce mismatches.

6. State Any Critical Requirements Clearly

If the position involves specific non-negotiables, make them easy to spot. This reduces confusion and unnecessary applications.

Examples:

• Valid passport for international travel
• Willingness to work rotational shifts
• Residency in India with eligibility to work full time

Clear expectations build trust and respect the candidate’s time.

7. Highlight Culture and Perks Thoughtfully

Top candidates often look for purpose and team culture as much as compensation. Share what makes your company a rewarding place to work.

Example:

We offer flexible working hours, wellness reimbursements, team offsites, and a learning budget to support your professional growth.

Keep it authentic and brief. Focus on benefits that reflect your actual values and environment.

8. Outline the Application Process

Explain how candidates should apply and what they can expect next.

Example:

Please apply through atsMantra. Shortlisted applicants will be contacted within five business days for the next step.

This level of clarity reduces candidate anxiety and helps maintain a smooth hiring experience.

9. Use Inclusive and Neutral Language

Avoid gendered, age-specific, or culturally coded phrases. Focus on skills, motivation, and outcomes.

Avoid this:

We are looking for a young and energetic team player...

Use this instead:

We are looking for a motivated team member who thrives in collaborative environments.

Inclusive language helps attract a broader, more diverse talent pool.

10. Optimize for Search Engines

Make sure your post is structured for visibility on atsMantra and search engines like Google.

• Use natural, relevant keywords such as Remote Python Developer or Digital Marketing Specialist
• Limit the use of complex formatting or PDFs
• Aim for a word count between 300 and 700 for best results

Avoid keyword stuffing. Focus on clarity and usefulness.

11. Preview and Proofread Before Publishing

Use the private job preview feature on atsMantra to test your post before it goes live. Review it on both desktop and mobile devices.

Check for:

• Spelling and grammar errors
• Broken links or formatting issues
• Inconsistent tone or unclear language

A well-polished post reflects positively on your company and improves candidate confidence.

12. Use Custom Screening Questions to Filter Effectively

atsMantra allows you to include customized screening questions. These save time and improve applicant quality.

Examples:

• How many years of experience do you have with SQL?
• Are you currently authorized to work in India?

Effective questions help you filter applicants before the interview stage.

13. Close with a Clear Call to Action

Finish your post by inviting candidates to take action. Keep the tone confident and inviting.

Example:

If you are ready to make an impact in healthtech and work with a passionate, driven team, we look forward to receiving your application.

A strong call to action can increase conversion and encourage the right people to apply.

The Results of Better Job Posts

When you follow these steps consistently, your job listings will:

• Rank higher on job boards and search engines
• Attract more qualified and relevant applicants
• Reduce time-to-hire and interview friction
• Reinforce your employer brand with every view