Hiring can sometimes feel like shouting into the void—you post a job, wait, and hope the right people apply. But if you’re not getting the response you expected, the problem might not be the candidates—you might need to work on having clearer job postings!

A confusing or vague job description can turn great applicants away, while well-structured, clearer job postings can bring in just the right talent. So, how do you make sure your job posting isn’t holding you back? Here’s what you need to know.

1. Keep the Job Title Simple and Searchable

Let’s be honest—no one is searching for roles like “Customer Success Guru” or “Marketing Rockstar.” These titles might sound fun, but they don’t tell job seekers what the role actually is.

Instead, stick to industry-standard terms that are clear and searchable.

For example, avoid “Creative Brand Ninja”. A better example would be: “Social Media Manager – Content & Engagement”

Moreover, adding a bit of detail (like a specialisation) can help attract candidates with the right skills, while keeping things straightforward.

2. Make Your Opening Stand Out

The first few lines of your job post should make candidates excited to apply. Instead of using a generic intro like: “We are a dynamic company looking for a hardworking individual to join our team.”

Try something more engaging:

“Love crafting engaging social media content and building online communities? We’re looking for a Social Media Manager to take our brand’s digital presence to the next level!”

This immediately tells candidates what the job is about and why it might be exciting for them.

3. List Responsibilities Clearly (and Keep It Real)

No one wants to read a never-ending bullet list of tasks. Keep your responsibilities section focused on what actually matters. Use bullet points for easy reading, highlight key responsibilities, not every single task and be realistic—don’t ask for someone who can “do it all”.

For example:

• Create and manage content across social media platform
• Plan and execute paid ad campaigns (Google Ads, Facebook Ads)
• Analyse campaign performance and adjust strategies

Simple, clear, and straight to the point.

4. Be Honest About Requirements (Don’t Scare People Off!)

A major reason job seekers hesitate to apply? They’re unsure if they’re “qualified enough.” If your list of requirements is too long or unrealistic, you might be pushing great candidates away. For example the following might be too strict: “Must have 7+ years of experience and a master’s degree in marketing. Instead, you can say: “3+ years of experience in digital marketing; experience with paid ads is a plus.”

The goal is to encourage strong candidates to apply, even if they don’t check every single box.

5. Be Transparent About Salary and Benefits

Let’s talk about one of the biggest frustrations for job seekers: no salary information.

If you don’t include at least a salary range, you might lose out on great candidates who don’t want to waste time applying for a job that may not meet their expectations.

Good Example: Salary: €35,000 – €45,000 (depending on experience).
Extra Perks: Hybrid work, health insurance, training budget.

Being upfront about pay and perks helps attract applicants who are the right fit for both the role and your company culture.

6. Make It Easy to Apply

Nobody likes a complicated application process. If candidates have to jump through too many hoops, they’ll probably give up before hitting “Submit.” If you want candidates who value your time, value theirs.

• Keep forms short—only ask for what’s essential.
• Clearly state the application deadline.
• Let candidates know what to expect next (e.g., “We’ll contact shortlisted applicants within two weeks.”).

A smooth, straightforward process will translate into more applications. This also applies to the interview process.

Make it work for you

A well-written job post isn’t just a list of requirements—it’s your first chance to connect with the right candidates. Clarity, transparency, and a touch of personality can make all the difference in attracting top talent.

Before hitting “publish,” take a step back and ask yourself: Is this job post informative, engaging, and easy to apply for? Small changes can lead to better applications and, ultimately, the right person for the job.

Ready to refine your next job post? Start with these tips for clearer job postings and see the difference.