Job creation guidelines

This article explains how to create effective job ads on JOIN that attract high‑quality candidates and improve response rates. Strengthen your job ad performance by following these best practices.

Creating a job in JOIN is a simple and efficient process that helps you publish compelling job ads and start collecting applications in just a few steps. By following these best practices to optimise your jobs, you can strengthen your overall job ad performance.

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Job titles

A well-crafted and concise job title helps your job ad appear in relevant searches and immediately signals the role to potential candidates. Aim for clarity and relevance.

Best practice:

• Use clear, keyword‑rich titles. Ideally, keep job titles between 2–4 words.

• Choose terms candidates are likely to search for, such as “Frontend Developer”, “Marketing Manager”, or “Customer Support Engineer”.

• Avoid vague or promotional titles like “Your dream job awaits” — these rarely match candidate search queries.

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Job description

A structured job description helps candidates easily understand the role, what’s expected, and what life at your company might feel like. Include the following sections:

Use bullet points and aim for 5–6 items per section. That tends to perform best in readability and engagement.

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Contact person

Adding a contact name (ideally with a photo and job title) increases trust and can raise your response rate by ~15%. If appropriate, consider adding a photo of a team member. Learn more

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Screening questions

Screening questions can help you pre‑filter candidates, but overly long application forms often discourage completion.

To optimise your job ad, consider:

• Limiting the screening to 3–5 essential questions that help assess whether the candidate meets key criteria for the role.

• Avoid asking anything that could be gleaned from the résumé or cover letter.

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Salary range and benefits

Candidates often prioritise clarity around compensation. Including a salary range or at least a general pay bracket can improve application rates and attract candidates aligned with your budget.

Similarly, highlight concrete benefits and workplace culture that can make you stand out from the competition — for example:

• Flexible work hours or remote options

• Career development or training support budget

• Health insurance or wellness programmes

• Company values, team culture or mission-driven work

Being transparent and honest about what you offer can reduce mismatched applications and improve candidate‐employer fit.

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Inclusive and clear language

Write in a way that appeals to a diverse range of candidates. Avoid gendered wording or exclusive language that might deter otherwise qualified applicants.

Learn more about job quality guidelines.

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Formatting and layout

Well‑formatted ads are easier to read and more likely to engage candidates:

• Use bold and cursive fonts as well as other formatting options to break up text.

• Consider using bullet points rather than relying solely on large blocks of text.

• Ensure the ad looks good on both desktop and mobile (many candidates view job ads on their phone).

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Monitoring performance

After you publish a job ad, track key metrics such as: number of applications, completion rate (if you use screening questions), and time-to-hire. A data-driven approach helps you learn what works best for your target candidates.

If performance is low, try changing one element at a time — for example:

• Adjust the job title

• Add or change benefits

• Improve clarity of tasks or requirements

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Extended reach with Multiposting

Even the best-written job ad needs visibility in the right places. JOIN helps you promote your ads through both organic and paid channels, reaching top talent across multiple platforms.

• Organic Multiposting: When you publish a job via JOIN, it’s automatically shared to free job boards (like Indeed, Talent.com, Google for Jobs) based on relevance and category. This ensures a wide reach without extra cost. Learn more

• Paid Multiposting: For even greater exposure, consider promoting your ad on premium job boards (like LinkedIn, StepStone, or Monster). JOIN offers tailored bundles that help you boost visibility where it counts. Learn more

You can manage all promotions directly from the Promote view of the job editor. JOIN also recommends the most relevant boards based on your job content — making it easier to choose the right channels.

Using both Organic and Paid Multiposting can significantly improve visibility, attract more qualified applicants, and help you fill roles faster, especially in competitive job markets.

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FAQs

What are some useful tips to create a good job ad?

Creating a strong job ad helps you attract the right candidates quickly and improve your ad’s visibility across job boards. Here are some practical tips:

Tip 1: Short and meaningful job titles

• Keep titles clear and concise (3–4 words).

• Include relevant keywords that candidates are likely to search for.

• Avoid vague or promotional titles like “Your dream job awaits”.

• Test different titles to see which performs best.

Changing the job title in JOIN instantly updates it on your career page (if you use the Job Widget) and across all job boards where it’s published.

Tip 2: Clear job description

Make it easy for candidates to understand the role, daily responsibilities, and what makes your company appealing.

Recommended sections:

• Key Tasks & Responsibilities

• Required Qualifications

• Company Benefits

• Location & Work Type (office, hybrid, remote, etc.).

Use bullet points for clarity. Based on over 500,000 JOIN job ads, 5–6 concise points per section work best.

Tip 3: Add a job category

Select the correct category for the role (not the company’s industry). This helps JOIN’s algorithms recommend the best-performing job boards for promoting your job.

Tip 4: Add a contact person

Including a name, photo, and position for a contact person makes your ad more personal — increasing applications by up to 15%.

• Candidates see these details on your job ad.

• The contact person receives any questions about the job via email.

• You can edit this information under User settings.

Tip 5: Add screening questions

Add screening questions in the JOIN Job Editor to pre-qualify candidates.

• Keep it short — 60% of candidates abandon applications that take too long.

• Ask 3–5 key questions to identify suitability early.

This approach saves time, filters out unqualified applicants, and improves your interview-to-hire ratio.

Can I track the performance of my job posting?

Yes. JOIN provides insights on:

• Application sources: See which boards deliver the most applications

• Application numbers: Monitor total applications per job

• Candidate location: View applicant geographies

Use these data to refine job content, focus on effective sources, and make informed decisions. Access analytics and exports in the Applications tab.

Is there a limit to the number of applications I can receive?

No, there is no limit to the number of applications you can receive. You can get as many applications as you want, ensuring you have a wide selection of candidates to choose from. Even if you successfully hire a candidate through JOIN, there are no additional costs involved.