Easy steps of how to write a job post with a free sample template

The right job posting lets job seekers learn more about the opportunity and the company. It simply makes you a step closer to converting job seekers into applicants. The manner, the tone, and the vibe you choose to describe a vacancy impress the job seekers and they get a better image of your organization. But the situation isn’t always this smooth! Many HRs are writing and posting jobs on various popular platforms yet they are not getting fruitful results. For them, converting talented candidates into employees is getting tougher. So, what’s wrong they are committing while preparing and posting a job post? We will learn how to write better job postings in this blog along with the mistakes to avoid creating successful job advertisements. 

Before we jump into the tips of how to write a better job post, we should explore the mistakes that today’s HRs commit unknowingly. If we can learn these mistakes, automatically, we can make the job post creation steps purely flawless. 

Mistakes HRs often commit while writing a job post for the organization: How to write a better job post? 

  1. Setting unrealistic expectations

If you exaggerate the expectations or requirements of a job position then the job post can confuse lots of candidates. They cannot understand the actual requirements and find the job post vague. They will simply ignore your post and concentrate on other job postings that create sense to them. While preparing a job posting to try to use bullet points to highlight the actual expectations and impressively frame the job description. Just by reading the bullet points, they will be able to understand whether they are eligible or not. 

  1. Enabling a confusing job title

Just like a blog title, the job posting title is also similarly important. It makes the reader decide whether he/she should read the description or not. To catch the eyes of the right candidates, you should keep the job post title on point as well as succinct. While keeping it short and easily readable you should not make it vague. The title should have the power to convey the actual expectation or it should catch the eyes of domain professionals. 

  1. No actual job functions 

We have seen that many HRs try to write all job functions in a single paragraph and it seems like a story. In this way, the job seeker cannot understand what e/she has to perform if he/she gets selected. If job functions are vague then a job seeker cannot decide if he/she is a good fit or not. A great candidate always wants to know the actual job functions before applying for the job. A candidate always looks for job functions that properly match his/her qualifications and meet his/her personal goals. If you too prepare job posts without clear or no actual job functions, you are already puzzled by the wrong type of candidates. This time, you should create actual job functions and highlight them to better understand job seekers and attract the right candidates. 

  1. Missing vital job information 

Every job has something important to say when it comes to how to write a better job post. But sometimes HRs forget to include the important information about the job or the organization. Maybe that important information can play the role of the strongest driving factor to turn job seekers into great applicants. So, while writing a job description, you have to make it informative and include the company’s goals, values, and ethical stance. These things are going to provide a more realistic rather holistic view of the specifics of the job. Such a manner will simply help the HRs to attract truly caliber candidates. 

  1. Not including an actual salary range 

The salary range plays an important driving factor to attract the right candidates. If there is no salary range, candidates may think the offered salary range is not standard to post or the company is hesitating to share the salary range. It creates a negative impression of the company. Each job seeker has a salary expectation and if they cannot understand at the first move they will not be interested to apply. Or more and more candidates can call HRs to know the salary range. If it happens, it will create a puzzling situation for the HRs. 

So, while writing a job description, you should include the salary range instantly. It will create a quantitative boundary between recruiter and candidate. The salary range will automatically work as a filter and it will only attract the candidates who are okay with the salary range. In this way, you will be able to save a lot of time for the company and the HR recruiter during the interview procedure. 

  1. Choosing the wrong tone

The writing tone matters when it comes to how to write a better job post. If the job posting seems harsh or job seekers feel that you are ordering them, they will simply skip your job post. The tone should be generous, welcoming, and confident. If you prepare a long essay of expectation, it will create a negative impression of you. Sometimes, we have seen that sometimes preparing a long job post becomes vague and cannot properly represent the brand image to the job seekers. While writing the job description, you should enable a tone that easily presents the company culture in front of the environment. If the actual tone attracts some job seekers, you can know that they are actual candidates who are interested in the post. 

  1. Not including existing employees in the process 

With time, the requirements of a job post may change a bit and only the teams can know about it. Teams may not inform the HRs about the changes. While preparing a job post, many HR do not take any suggestion from the team that has a vacancy. And as a result, HRs cannot mention all job functions properly. So, it will be always better if you involve similar post-holding employees in the process and get suggestions from them. 

Apart from this, sometimes HRs do not activate any employee referral and reward system. We have seen that successful hires come from the networks of employees. So, whenever it comes to hiring a new employee, HRs should inform the respective teams and ask them to refer the best candidates and get exclusive rewards. 

These are 7 common mistakes that many modern-day HRs commit and find it extremely hard to attract the best talents and convert them into hard-working employees. 

If you can eliminate these mistakes from your job posting practices, you can automatically write a better job posting. 

Yer it’s time to know how to write a better job post. We have prepared a list of things that you should consider while preparing a job posting to get desired results. 

How to write a better job post? 

  1. Describing the position

You should start with properly describing the position when it comes to how to write a better job post. An effective job description always contains two important things: an overview of the job role and the responsibilities of the job. In the job description part, you should only highlight the most important information so that you can easily make the job description succinct as well as easy to digest. While including information, you have to become a bit more sincere otherwise you may include lots of information and make job seekers overwhelmed and uninterested. 

  1. Summarize the role 

You can summarize the role in a paragraph and give an overview of the job. You should not include more than one paragraph just to summarize the role. From the summary, the job seeker should understand what he/she needs to do day-to-day basics if they get selected. While summarizing the role, the tone should offer a more personalized feel to the job seeker. A personalized job summary always encourages potential candidates to apply. 

You should keep this part short but you should not stop using descriptive words to make job seekers interested as well as excited. Below, we are giving an example so that you can better understand what can work for the job seekers. 


Ineffective– the selected candidate will handle all receptionist duties with care
Effective– You will serve as the first impression for our office/branch. 

  1. List job responsibilities properly 

We have already mentioned the mistakes that HRs often commit while writing job functions or responsibilities. In this section, you can highlight the top five to seven essential job duties and you should highlight them via bullet points. While writing each sentence, you should start with the ‘to be’ verb instead of using the ‘ing’ verb. In this way, you will be able to make the statement more powerful and result-driving. 

In this way, a job seeker will be able to quickly read the requirements and easily decide if he/she is a good match or not. Nowadays, job seekers check job portals on the go and mark their favorite jobs to view later, or often they apply instantly. On the go, they will find reading paragraph-based job functions tough and they can get uninterested. To avoid these changes, listing down job responsibilities using bullet points will be an easy and super effective thing. The list should be of standard length, if a job seeker sees a grocery list type job responsibilities list, he/she is definitely going to avoid the job post. 

  1. Make the job posting easy to read

An effective job posting will be easy to read and digest and it will have the required information. While including information, you should ensure that you are not adding any unnecessary information and only highlighting truly important things. 

It will be better if you include some domain-specific words to prepare the job posting. When it comes to attracting job seekers of a particular domain, you should use the words they are familiar with. In this way, they will be able to better relate to your job posting, and converting job seekers into applicants will be an easy task. 

  1. Highlight qualifications and skill requirements 

With an attractive job description and salary range, you can easily excite a job seeker. If the job seeker is excited about it, he/she will want to know the qualification and skills requirements for the position. Here, again you can highlight the required qualifications and skills using bullet points. You can finish this section by adding preferred skills. There will be some attributes that can help candidates to get competitive advantages. In this way, you say that candidates who have preferred skills will get more value. Such a practice always helps in attracting the most accurate candidates. 

  1. Present organizational value and culture 

Apart from qualifications and skills, cultural fit is an important thing that every hiring executive and manager should consider. A job posting will be incomplete if there is no reflection of organizational value and culture. You cannot make the job post too long. You have to keep it short, on point, and attractive. You can use some key phrases to reflect the value and culture of the organization such as ISO certified (if it is), fast-growing, and mention achievements in a brief way. 

Just by following these things you will be able to write a better job posting without any problem. Now, we can say that we have dragged an end to your search for how to write a better job post with satisfactory and effective tips. Hiring can be extremely easy if you make every hiring step-free from errors. To make all steps easy and truly error-free, you can take the help of an HRMS system.

Full-stack Python Developer for DevOps and Node JS job post sample: 

{Job Title}

Full-stack Python/Node JS developer (Remote work during the pandemic)



Experience: 4-8 years

Salary: Rs. 5,00,000.00 – Rs. 12,00,000.00 per annum.

Location: Bangalore {Your company location}

Job description:

We are a software development company with more than 10 years of service experience. We are an ISO-certified company and we have won Entrepreneur of the year 0000. We serve clients from any sphere of the world. 

Currently, we are looking for a full-stack developer with Node JS/Python and DevOps with at least 4 years of experience. You will be working with our enterprise product. It can be a great opportunity for you if you are interested in building a high-impact product from scratch. You should be passionate about creating impressive, responsive, and modern UI along with the development of scalable modules.

Tech Stack: Python, Node JS, HTML, CSS, Postgres

Duties you have to perform after joining us: 

  • Develop purely scalable and efficient applications
  • Build reliable as well as reusable components
  • Proper implementation of modern technologies to improve legacy applications
  • Lead and mentor junior co-workers of the dev team
  • Work closely with UI/UX design team
  • Take proper participation in the entire app lifecycle while focusing on coding and bugging 
  • Generate unit test code to automate API testing
  • Translate UX design specifications to interactive UIs

Required skills 

  • Bachelor/ master degree in computer science
  • 4+ years experience as a full-stack developer
  • Solid experience with Node JS and DevOps
  • Good knowledge of graph database
  • Strong analytical, time management, and communication skills
  • A genuinely solving attitude


  • UG: B.Tech/BE in Computers, BCA in Computers, B.Sc/B.Sc(Hons) in Computers
  • PG: M.Tech/ME in Computers, MCA in Computers, M.Sc/MS in Computers
  • Doctorate: Not required

Perks & benefits:

  • Experienced candidates will get the industry-best salary if get selected 
  • Mediclaim benefits
  • 24+ leaves in a year
  • PF+ESI
  • 14 instant approving leaves if  any employee gets COVID+

HRMWARE is an ideal system that will help HRs to create various job posts in minutes and directly post to popular job portals. The pain of recruitment will go away completely if an HR department runs with such a robust system.