Job Posting Best Practices

Your job postings represent your company, so we've compiled a list of suggestions and tips to ensure your job posting is enticing for job seekers and effective for job boards.

This article will cover:

Job Titles

The title of a job needs to both catch the attention of your ideal candidate as well as honestly depict the open role. These factors will make your job easy to search for online and lower the barrier of entry so you can capture as many candidates as possible. Don't use spammy language like "Hiring Now!"; your job might be rejected by some of our job board partners. It also doesn't create the best candidate experience.

Job Title Suggestions

Keep the job title concise.

  • Typical job titles are between 10 and 35 characters.
  • Avoid using all capital letters.
  • If your title is too long or too short, it will not rank well.
  • It’s important to not include special characters in your title. This makes it easier to read and more likely to match the search queries from job seekers.

Describe the job title in normal terms.

  • If you are hiring a “Javascript Developer”, call it that.
  • Avoid phrases like “Ninja” and “Jedi” that people are less likely to search for.

Avoid internal titles that don’t accurately describe the job.

  • Job seekers may misunderstand abbreviations or acronyms. “Senior Web Designer” is much clearer to applicants than “Web Designer II.”

Use the job title to describe the main aspects of the job.

  • For example, “Events and Sponsorships Manager” is much more effective than just “Marketing.”


  • Yes, we intentionally misspelled "opportunity" to highlight the level of spam. Job titles of this nature can flag your company and restrict your job posts. While it may seem tempting to design your title to get as much visibility as possible, that practice can easily backfire.

Avoid job titles that correspond with a "general application" posting.  The following keywords are recognized by search engines as not valuable and can impact the visibility of your job:

  • Opportunities
  • General Interest
  • General Application
  • Inquiry

Job Descriptions

The key to writing effective job descriptions is to strike a balance between being concise and providing just enough detail so that job seekers can self-qualify. Jobs with descriptions between 700 and 2000 words get on average 30% more applies.

Job Description Suggestions

Open with a strong, attention-grabbing paragraph.

  • Your ideal candidates are busy and if you don’t pique their interest in the beginning, there is a higher risk of them moving on to the next job. Take this time to show the job seeker what makes your company a special place to work and why this job is a great opportunity.

Be honest.

  • Do not exaggerate or underplay the responsibilities of the role. If it’s a marketing manager role that requires 80% time to be spent in social media, describe the role as being primarily social media focused so that you reach candidates who are skilled in this area.

Talk about what the day-to-day would be like.

  • If the position requires 20% travel or calls for 50% writing, tell them that. This will ensure you’re hiring candidates who enjoy their day-to-day responsibilities.

Cite specific requirements/preferences

  • If some skills, like educational or certifications, are required and others are just nice to have, say that. If candidates think they are under qualified, they won’t want to waste their time applying.
  • If posting an internship, the job description must specify what compensation or credits earned will be given.  "Free" internships are not eligible for free syndication.
  • Ask that candidates only apply if they meet your requirements.
    • This should deter unqualified applicants from “taking a chance” on your job posting.
  • Specify the desired years of experience.

Indicate how the job functions within the organization or who the job reports to.

  • Candidates want to know how their role will impact an organization.

Provide the specific job location and your company name.

  • Broad locations like “national” or “US” will likely not show up in searches.

Give job seekers a sense of your organization’s style and culture.

  • This may also include an overview of employee benefits, salary, schedule, and other perks.

Break up paragraphs with empty lines to make your description easy to read.

  • Avoid large blocks of text. Instead, opt for bulleted lists whenever possible.

If you follow all of these best practices, you will avoid having your job flagged and blocked as spam. If you should have any further questions on writing an effective job title and description, please contact the JazzHR Customer Support Team.

Job Location

Why is job location important?

  1. Job location determines which candidates see your job(s). 
    • Job boards use algorithms to determine which jobs a candidate sees based on the job’s location and the candidate’s search criteria.
  2. It sets the candidate’s expectations for where the job is located.

Please Note:

Job postings created in JazzHR should always specify the country, city, state/province, and zip/postal code where the job is located—even for permanent, fully remote openings. Without a defined location, many free job boards will not be able to index the job in their search results and will not publish your job posting.

Remote Jobs

If you are posting a remote position (permanent or temporary), please follow the important guidelines outlined here.

Location Blasting

  • Posting multiple, identical jobs to different cities in the same state is a red flag. Posting 10 identical Customer Service Representative positions in 10 different cities in Pennsylvania is an example of this practice. It is considered by the boards to be location spamming, and it can result in your jobs being blacklisted from free job boards.

Job Exposure

  • Confidential postings hide the company name from candidates and job seekers.  These jobs are not suitable for free job board syndication.  Confidential jobs require sponsorship.

Job Status

Each JazzHR job has a job status that reflects where you're at in the hiring process for the position.  When you are actively hiring, your job will be in an Open status.  When you have completed hiring for the position, it is important that you change your Job Status to "Closed" or "Filled".*  Be careful not to duplicate your job postings.  A job posting with the same title and location as another is considered a duplicate.  Duplicate job postings interfere with job board visibility as well as posting limits. 


*Note that changing your job's status will not automatically notify candidates. If you're making your job inactive, consider alerting candidates through Bulk Actions.



I've already pushed my job to the job boards and the formatting is incorrect, what do I do?

Follow the steps above to fix your postings, and then wait 24 - 48 hours for the job feeds to refresh. They will do this on their own, so don't fret.

I don't want to follow these steps every time, is there any way I can insert a standard job description into my posts?

In this case, we recommend you create a job that has your job descriptions formatted how you like them and then clone the job

It says I have Staffing Feed access only. What does that mean?

This means that your company has been identified as either a staffing agency, a recruiting agency or a company that is posting duplicate jobs and recruiting on behalf of another company.  Indeed and Glassdoor do not allow recruiting agencies, staffing companies, or companies posting duplicate jobs and recruiting on behalf of other companies.

If you are identified as having Staffing Feed access only, you are not automatically eligible for Indeed or Glassdoor's free "organic" job board feed.  At either job board's discretion, they may still use your company's job postings in search results in low job market areas.  However, the only way to guarantee visibility on is to sponsor your jobs.  

If you believe you have been incorrectly identified, please reach out to 

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