What Is a Job Posting and How Do You Create One That Works?

Looking to attract the right talent for your business? It all starts with a great job posting. But what is a job posting, and why is it so important? 

Simply put, a job posting is your chance to showcase a position and your company to potential candidates. It’s more than just a list of responsibilities — it’s a key part of bringing in the right people. 

In this article, we’ll break down what a job posting really is and share tips on how to craft one that grabs attention and helps you find the perfect fit for your team.

What Is a Job Posting?

A job posting is an official advertisement from an employer to inform the public about an available position within their organization. 

It serves as a vital tool in the recruitment process, providing potential candidates with key information about the role, its responsibilities and the qualifications needed. 

Job postings are designed to attract skilled professionals by offering a concise yet comprehensive overview of what the job entails and how interested individuals can apply.

Purpose and Significance

The primary purpose of a job posting is to create awareness among potential candidates about vacant positions. However, its significance extends beyond mere notification. A well-crafted job posting can effectively:

• Promote the employer’s brand by reflecting organizational values and culture.
• Improve candidate experience by enabling informed decisions.
• Save time for recruiters by attracting more suitable applicants.
• Position the company competitively in the job market.

Standard Types of Job Postings

Organizations utilize various types of job postings to meet their specific recruitment needs. These include:

1. Internal postings: Advertised within the company for current employees who may be interested in switching roles or being promoted
2. External postings: Publicly advertised on job boards, company websites and social media
3. Confidential/blind postings: These focus on qualifications while omitting company details, often for sensitive hiring situations.
4. Postings for contract-based roles: For temporary or project-specific positions

Each type serves a unique purpose and allows employers to target specific candidate pools effectively.

How To Create an Engaging Job Posting

Writing an effective job posting requires more than just listing requirements. Here are some strategies for writing engaging job postings:

• Use clear and concise language: Keep the job posting straightforward and free from jargon. Focus on key details to ensure candidates immediately understand the role and its requirements.
• Highlight unique selling points: Showcase what makes your company or the position special, such as growth opportunities, flexible schedules or unique benefits, to attract top candidates.
• Incorporate inclusive language: Write with diversity in mind, avoiding gendered or biased terms. This will help your company appeal to a wider range of potential applicants.
• Optimize for search engines: Include relevant keywords and commonly searched job titles to make your posting more discoverable on job boards and search platforms.

6 Elements of an Effective Job Posting

Creating a compelling job posting requires careful consideration of several key elements. These elements work together to provide a comprehensive picture of the role and attract qualified candidates.

1. Job title

The job title is the first thing potential applicants see. Therefore, it should be:

• Clear and concise; nothing too long or overly creative
• Reflective of the role’s level and responsibilities
• Aligned with common industry terminology

2. Company overview

The company overview gives potential candidates a sense of what your organization is all about. It starts with a brief description of the company’s mission and values, offering insight into what drives the business. 

This section also highlights the company culture, giving candidates a feel for the work environment and whether they’d thrive in it. 

3. Role description

The role description outlines the primary responsibilities and day-to-day tasks associated with the position. It should:

• Be concise yet informative
• Use action verbs to help accurately describe primary duties and responsibilities.
• Highlight key aspects of the role
• Provide insight into how the position fits within the larger organization.

4. Qualifications and skills

Clearly outlining the required and desired qualifications helps candidates self-assess their suitability for the position. Here’s what this section typically includes:

• Educational requirements: The minimum leve of educational attainment needed, such as a high school diploma, bachelor’s degree or specialized training
• Necessary certifications or licenses: Any mandatory credentials, like industry certifications or state licenses
• Required years of experience: The expected amount of relevant work experience
• Essential hard and soft skills: Key technical abilities and interpersonal traits necessary for the role
• Preferred or additional qualifications: Desirable but non-essential skills or experiences that could enhance a candidate’s suitability

Make sure you specify which qualifications are required and which are only optional or highly preferred. This will help you avoid deterring potentially strong candidates.

5. Compensation and benefits

Being transparent about compensation and benefits can have a major impact on the quality and quantity of applications you receive. It’s important to clearly communicate the salary range or pay structure for the position, as well as any health insurance options and retirement plans available. 

Including details about paid time off policies, professional development opportunities and any unique perks or benefits your company offers can also attract candidates. 

Providing this information upfront not only helps manage expectations but also saves time for both employers and applicants by ensuring alignment from the start.

6. Application instructions

Clear instructions on how to apply are crucial. They ensure candidates know exactly what steps to follow, minimizing confusion and increasing the likelihood of receiving complete and accurate applications.  

This section should state the following:

• Preferred method of application (e.g., online portal, email)
• Required documents (including resume, cover letter and portfolio)
• Application deadline
• Expected timeline for the hiring process

Job Posting vs. Job Description: What’s the Difference?

While often used interchangeably, job postings and job descriptions actually serve different purposes and contain distinct information. Understanding these differences is crucial for effective recruitment.

Purpose and audience

Job postings are advertisements or external documents aimed at attracting potential candidates. They serve as marketing tools to generate interest in the position. 

Job descriptions, on the other hand, are typically internal documents that provide a comprehensive overview of the role’s responsibilities, requirements and place within the organization. They serve as a reference for employers, employees and sometimes, prospective employees. 

Sometimes, a job description is integrated into a job posting. This overlap is why the two terms are often used interchangeably.

Content and detail level

To further clarify the differences between a job posting and a job description, here’s a comparison of the content and detail level typically included in each:

Aspect	Job Posting	Job Description
Role Overview	Brief overview of the role	Comprehensive list of duties and responsibilities
Responsibilities	Key responsibilities	Detailed breakdown of role-specific tasks
Qualifications	Essential qualifications	Specific requirements with detailed qualifications
Company Information	General company information	May include organizational structure or salary grade details
Application Details	Clear application instructions	Typically not included

Length and format

Job postings are generally shorter and more concise, designed to be quickly scanned by job seekers. They often use bullet points and highlight key information. 

Job descriptions are longer, more structured documents that serve as a reference for both employees and managers throughout the employment relationship.

Legal implications

While both documents should be free from discriminatory language, job descriptions often contain more specific legal language related to essential functions and accommodations. 

Job postings focus more on attracting candidates while still adhering to equal opportunity guidelines.

4 Best Practices for Posting Jobs

To maximize the effectiveness of your job postings, consider implementing these best practices:

1. Choose the right platforms

Select job boards and platforms that align with your target audience. This could include general job search websites, company career pages and social media platforms. 

We also recommend using industry-specific job boards to reach a more focused pool of applications who are actively seeking roles in your field. For instance, if you’re hiring for a restaurant or hotel, consider platforms like OysterLink — which specializes in connecting qualified candidates with businesses in the hospitality industry.

Overall, diversifying your posting strategy will help you reach a broader pool of qualified candidates.

2. Time your posts

When deciding when to post your job openings, consider industry trends, hiring cycles, competitor hiring patterns and seasonal fluctuations in job-seeker activity. Posting strategically can increase visibility and engagement with potential applicants.

3. Leverage employee referrals

Encourage current employees to share job postings within their networks. This can lead to higher-quality candidates, faster hiring processes, and an improved cultural fit. 

Implementing a structured employee referral program with incentives can further encourage participation.

4. Monitor and adjust

Regularly reviewing the performance of your job postings helps ensure they are effectively reaching the right audience and attracting qualified candidates. 

By tracking key metrics and analyzing trends, you can identify areas for improvement and adjust your strategy to enhance the effectiveness of your future job postings. This ongoing evaluation enables you to optimize your recruitment efforts and achieve better outcomes.

Measuring the Success of Job Postings

To ensure your job postings are effective, it’s important to track and analyze their performance. This data-driven approach allows you to refine your strategies and improve recruitment outcomes. 

By measuring key metrics and utilizing the right tools, you can gain valuable insights into the success of your postings.

Key Performance Indicators (KPIs)

Start by monitoring KPIs to gauge the success of your job postings. Important metrics to track include:

• Number of views and clicks: Measures how many people are engaging with your job posting
• Application submission rate: Tracks how many candidates apply after viewing the job posting
• Quality of applicants: Assesses the caliber of the candidates who apply for the role
• Time-to-fill: Measures how long it takes to fill the position after the posting goes live
• Cost-per-hire: Calculates the total cost of recruiting for each new hire

Regularly reviewing these KPIs can provide insights into the effectiveness of your job posting strategy.

Applicant Tracking Systems (ATS)

To streamline this process further, an ATS can help by:

• Automatically collecting and organizing applicant data
• Generating reports on posting performance
• Facilitating communication with candidates

Candidate Feedback

Gather candidate feedback through brief surveys sent via email or included in a follow-up message after the application process. Use simple questions about their experience with the job posting and application flow to identify areas for improvement.

Understanding the clarity of the job description, the ease of the application process and the overall candidate experience can reveal areas for improvement. Use this feedback to continuously refine your job postings and recruitment strategies.

Legal Considerations in Job Postings

When creating job postings, it’s crucial to be aware of legal requirements to ensure fair hiring practices and protect your organization from potential legal issues.

Here are some key areas to consider:

• Equal employment opportunity: Job postings must comply with Equal Employment Opportunity (EEO) laws. This means avoiding discriminatory language based on protected characteristics, including an EEO statement, and focusing on job-related qualifications rather than personal attributes.
• Accurate representation: Ensure all information in your job posting is accurate. Misrepresentation can lead to legal liability, damage to your company’s reputation and a poor candidate experience. Be clear about job responsibilities, qualifications and company policies to set appropriate expectations.
• Salary transparency: In some areas, employers are required to disclose salary ranges in job postings. Even where not mandated, sharing this information can attract more qualified candidates, improve transparency and promote pay equity. 

See also: Recruitment and Hospitality Job Posting Compliance 

Examples of Effective Hospitality Job Postings

To help you craft a compelling job posting, let’s take a look at a couple of examples tailored for the hospitality industry:

Example 1: Restaurant Server

Job title: Restaurant Server

Company overview: XYZ Restaurant is a high-end eatery in the heart of downtown, offering a warm and welcoming environment to our guests. We pride ourselves on providing top-tier service and exceptional food. Our team thrives in a dynamic, fast-paced setting where passion for hospitality shines through.

Role description: As a Restaurant Server, you’ll be the face of our service team, delivering exceptional guest experiences from start to finish. You’ll greet customers, take orders and ensure their needs are met throughout their dining experience.

Qualifications and skills:

• At least two years of Server experience in a fast-paced environment
• Ability to multi-task and remain organized under pressure
• Excellent communication and customer service skills
• Positive attitude and team player mentality

Compensation and benefits: $20 per hour plus tips; health insurance, paid time off and opportunities for career advancement

How to apply: Please submit your resume and cover letter to [email protected]. Applications are due by [Date].

Example 2: Hotel Front Desk Agent

Job Title: Hotel Front Desk Agent

Company overview: ABC Hotel is a boutique hotel with a focus on providing personalized, exceptional service to all guests. Located in a bustling urban area, we are committed to making every guest’s stay memorable.

Role description: The Front Desk Agent will be responsible for checking in guests, managing reservations, handling guest inquiries, and maintaining a smooth operation of the front desk. You’ll ensure that every guest receives a warm welcome and efficient service.

Qualifications and skills:

• Previous experience in a customer-facing role is preferred.
• Strong interpersonal and communication skills
• Basic knowledge of hotel management software
• Ability to handle cash and process payments
• Flexible schedule including nights and weekends

Compensation and benefits: $23 per hour; health benefits, paid time off and discounts on hotel stays

How to apply: Interested candidates should apply via our website at www.abchotelcareers.com or email resume to [email protected].

Where To Post Your Hospitality Job Listing

Once you’ve crafted your job posting, it’s time to decide where to post it. Choosing the right platform can help you reach a wider pool of qualified job seekers looking to work in the hospitality industry. 

Here are some of the most effective places to post your hospitality job listings:

• OysterLink: As a specialized platform for hospitality jobs, OysterLink connects businesses with the best candidates in the industry. By posting your job on OysterLink, you gain access to a targeted audience of job seekers who are already engaged in the hospitality field. 
• General job boards: Websites like Indeed, Monster and Glassdoor attract a broad range of candidates. While they may cast a wider net, posting on OysterLink ensures you’re focusing on candidates who are more likely to fit the hospitality industry’s specific needs and expectations.
• Company career pages: Posting job listings on your company’s website can help attract candidates who are specifically interested in your business. It’s also a great way to share your company culture with potential employees, providing insight into what it’s like to work with your team.
• Social media: Social media platforms like LinkedIn, Facebook, and Instagram can be great for spreading the word about job openings. Sharing posts on your company’s social pages allows you to engage with a wide audience, and it’s easy to share within industry-specific groups or networks.
• Employee referral programs: Encourage your current staff to refer candidates by posting jobs internally or offering incentives for successful referrals. This can be a great way to find candidates who are already familiar with your company culture. 

Conclusion

Creating and sharing a well-crafted job posting is a powerful step toward building the right team for your hospitality business. By understanding the elements of an effective job posting, tailoring your approach to highlight your company’s unique strengths and choosing the best platforms to post, you can attract top talent with ease.

At OysterLink, we’re here to help you every step of the way. Our platform is designed specifically for hospitality employers, offering tools to create compelling job postings, connect with qualified candidates and streamline your hiring process. 

Ready to find your next hire? Post your job for free on OysterLink today and see how easy it can be to connect with the industry’s best professionals.