Is Your Job Posting Chasing Away Ideal Candidates?

Is Your Job Posting Chasing Away Ideal Candidates?

Let’s be real, some job posts read like they were created in 1998 and haven’t seen an update since. When listings are vague, outdated, or jam-packed with every possible duty under the sun, it’s no wonder you're getting flooded with the wrong applicants, or worse, no applicants at all.

A great job posting is more than a hiring checklist. It helps set clear expectations, shows off your culture, and helps both sides figure out if it’s a match before anyone wastes time. When done correctly, it not only attracts more candidates, it attracts the right candidates.

So what should go into a job post these days? Whether you’re a growing business building your dream team or a busy manager trying to fill a critical role, here are 10 essentials to include in your job postings to attract the right people (and turn away the wrong ones):

1 - Start With a Clear, Engaging Job Title

Think simple and searchable. Skip the quirky internal titles like “Marketing Ninja” or “Customer Success Rockstar.” Candidates are searching for terms like “Marketing Manager” or “Client Support Specialist.” Use the job title they’ll recognize and keep it specific to the role.

2 - Open With a Hook

The first few lines of your job post should grab attention. Instead of jumping straight into a list of duties, lead with a sentence or two about what makes this role exciting or how the position impacts the company. Set the tone and give people a reason to keep reading.

Example: "Looking for a role where your ideas actually make a difference? Join our growing team and help shape the future of [industry] for small businesses across the country."

3 - Define Key Responsibilities Without Being Overwhelming

Be clear about what the job actually involves day to day, but don’t go overboard. Focus on the core responsibilities that take up the bulk of the role. Bullet points work well here—easy to scan and straight to the point.

Think about how you’d explain the role to someone over coffee, not in a corporate handbook.

4 - Highlight Must-Have Skills vs. Nice-to-Haves

One of the biggest mistakes employers make is listing everything they could possibly want in a candidate. That can scare off great people who might be missing just one bullet point.

Instead, clearly separate your “must-haves” from your “nice-to-haves.” This helps qualified candidates feel confident applying and saves you time reviewing unqualified applicants.

5 - Share a Transparent, Realistic Salary Range

Salary transparency is no longer optional. Candidates want to know what to expect, and businesses that list pay ranges often get more applicants and stronger fits. Be honest and fair with the range, and don’t make it so wide it loses meaning.

Example: “$65,000 to $80,000” vs “$40,000 - $80,000”

6 - Talk About Benefits That Actually Matter

Ditch the generic "great team environment" and "fun perks." Be specific about what you offer that improves people’s lives. Health insurance, PTO, flexible work hours, growth opportunities, mental health support, and professional development often matter more than office snacks or casual Fridays.

7 - Be Honest About the Work Environment

Is the job fully remote? On-site? Hybrid? What kind of hours are expected? If the role involves travel or requires someone to be physically present for client work or production, say so. The more accurate your location and work environment details, the better chance you have of finding someone who’s a good fit.

8 - Share What Success Looks Like

Describe the kind of person who would thrive in the role and what success looks like after six months or a year. This helps candidates picture themselves in the role and self-assess their fit.

Also, be honest about what the role isn’t. If someone who needs constant supervision or struggles with “open to interpretation” instructions won’t do well in the role, say that. You’ll save yourself (and them) a lot of time.

9 - Showcase Your Company Culture (But Ditch the Buzzwords)

Culture matters. Instead of vague terms like “fast-paced” or “family-oriented,” give real examples of how your team communicates, celebrates wins, supports growth, and handles challenges. Help candidates see what it’s actually like to work with you.

10 - Outline the Hiring Process

People don’t want to feel like they’re applying into a black hole. Give a brief overview of what they can expect: how many interviews, required assessments (if applicable), who they’ll meet, and how long the process might take. This shows respect for their time and builds trust from the start.

Bonus: Keep It Human

Above all, speak like a person, not a robot. Skip the overly formal language and get straight to the point. Your job posting is often the first impression a candidate gets of your company, so make it friendly, clear, and real.

Remember,

A strong job posting doesn’t just help you fill roles faster, it helps you build a better team.

When you take the time to write with clarity and intention, you’ll attract candidates who align with your expectations, culture, and goals. That leads to better hires, stronger retention, and less time wasted.

Need help refining your job posts? At APS, we help small and midsize businesses write roles that work for you and your future team.

Let’s find your next great hire together.