By following these best practices to optimise your postings, you can improve the overall performance of your job ads.
Job titles
A well-written, concise job title helps your ad appear in relevant searches.
Use clear, keyword-rich titles. Ideally, limit them to 2–4 words.
Choose terms candidates are likely to search for (e.g. "Frontend Developer", "Marketing Manager").
Avoid vague or promotional titles like "Your dream job awaits".
Job description
A structured job description helps candidates easily understand the role. Use bullet points and aim for 5 to 6 items per section. This is generally what works best for readability and engagement.
Contact person
Adding a contact name (ideally with a photo and job title) increases trust. It can also increase your response rate by around ~15 %.
Pre-screening questions
Pre-screening questions can help you screen candidates, but overly long forms often discourage completion. To optimise your ad:
Limit pre-screening to 3–5 essential questions
Avoid asking for information already present in the CV or cover letter
Salary range and benefits
Candidates often favour transparency about compensation. Stating a salary range can improve the application rate and attract candidates aligned with your budget.
Highlight concrete benefits and your company culture, for example: flexible hours or remote work options, career development or a training budget, health insurance or wellbeing programmes, company values and team culture.
Being transparent and honest about what you offer can reduce unsuitable applications and improve candidate-employer fit.
Inclusive and clear language
Write in a way that reaches a diverse range of candidates. Avoid gendered wording or exclusionary language that could discourage otherwise qualified people.
Formatting and layout
Use bold, italics and other formatting options to make the text easier to read.
Favour bullet lists over long blocks of text.
Make sure the ad displays correctly on both desktop and mobile.
Performance tracking
After publishing, track key indicators: number of applications, completion rate (if you use pre-screening questions) and time to hire. If performance is low, change one element at a time: adjust the job title, add or change benefits, improve the clarity of duties or requirements.
Wider reach with Multiposting
Organic Multiposting: when you publish a job via JOIN, it is automatically shared on free job boards (such as Indeed, Talent.com, Google for Jobs) based on relevance and category.
Paid Multiposting: for even greater exposure, you can promote your ad on premium job boards (LinkedIn, StepStone, Monster, etc.). JOIN offers bundles tailored to boost your visibility.
FAQ
What tips can help create a good job ad?
Short, explicit job titles (3–4 words, clear and concise, avoid vague titles)
Clear job description with sections: main duties, required qualifications, benefits, location and work type. Use bullet points (5 to 6 concise points per section)
Add a job category: select the right category for the role (not the company's industry)
Add a contact person (name, photo, job title): increases applications by up to 15 %
Add pre-screening questions: 3 to 5 key questions maximum, 60 % of candidates abandon overly long applications
Can I track the performance of my job ad?
Yes. JOIN provides information on: application sources, number of applications, candidate locations. Access the 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.