Do you know how to optimize job listings? Some small mistakes could be costing you top talent. With a few thoughtful tweaks, you can see major recruitment quality improvement.
Do you feel like your job postings aren’t pulling in the right candidates? The problem might not be in the talent pool. In fact, it might be in the post itself. A poorly written or incomplete job listing can quietly sink your hiring efforts before they even begin. Candidates may scroll past because the role feels unclear or because the language feels unwelcoming—or they may never even see it, because the poster doesn’t know how to optimize job listings for search. That means fewer applications, longer time-to-fill, and more strain on your hiring budget. Yikes.
The good news? A few simple changes to how you structure and write your listings can dramatically improve your results. In this guide, we’ll walk through how to optimize job ads to attract stronger candidates, reach more people, and get more from every dollar you invest in recruiting.
Basic best practices to keep in mind to improve job listings
First things first, let’s outline the basis of what you’ll need for an effective job post. To write job postings that actually work, start with being upfront about the essentials. Be ultra-clear about the job type, compensation, shift, location, benefits, and requirements. Including this information upfront helps candidates self-qualify and ultimately saves everyone time. And as you’re drafting the job post, don’t forget to include the job title at least five times throughout the listing. It might feel repetitive, but it helps your post show up in search results.
When listing qualifications, focus on skills, not just credentials. Instead of requiring a degree or “10+ years of experience,” explain what someone needs to do to succeed in the role. This can help attract promising candidates who may have had non-traditional career paths or might be switching careers, but who still bring with them deep expertise in the workplace. Try highlighting 5–7 specific skills, and be realistic; less is often more when it comes to drawing in strong, diverse applicants.
Remember: A good job posting is about clarity, not fluff. The more straightforward and thoughtful you are, the better your chances of finding the right fit.
Watch your words: How unconscious biases can shrink your applicant pool
Like it or not, our unconscious biases tend to quietly work their way into job descriptions without you even realizing it. The result? Great candidates may opt out before they ever hit “apply.”
For instance, small wording choices can send big signals. Describing a role with terms like “assertive,” “dominant,” or “ninja” can significantly reduce the number of female applicants, while more inclusive hiring language like “proactive” or “motivated” can accomplish the same goals without dissuading potential candidates. Similarly, phrases like “digital native” or “recent graduate” tend to discourage older applicants.
Overloading listings with must-haves can backfire, too; 60% of job seekers won’t apply if they don’t meet every requirement. And while men often apply when they meet just 60%, studies show women tend to apply only when they meet 100%.
Finally, rethink the use of rigid phrasing like “must be able to lift heavy objects” can imply to some applicants that the position can only be done by an exceptionally young, fit, strong individual. Instead, try switching to clearer, more flexible alternatives: “This role may involve occasional lifting of objects up to 30 pounds; reasonable accommodations can be provided.” Small edits like these can open the door to a much wider—and stronger—pool of applicants.
Be wary of sneaky cognitive biases
Most of us are likely familiar with the unconscious biases described above, but it’s also worth noting that there are plenty of cognitive biases out there, too. The list of cognitive biases is long, and they exist as a byproduct of how our brains work: wanting to quickly assess situations and make decisions based on limited information. And believe it or not, they can show up in job postings and unintentionally limit who applies.
For instance, confirmation bias might lead you to write a job description with a specific type of candidate already in mind—someone who fits a mold you’ve seen succeed before—rather than focusing on the actual skills needed. This can result in overly specific or narrow language that discourages qualified people from applying.
Another common one is status quo bias, where outdated phrasing or job requirements are reused simply because "that's how it's always been done," even if they’re no longer relevant or helpful. Recognizing these patterns and choosing more open, inclusive hiring language helps ensure your job posts invite a wider range of strong candidates.
Additional tips to help optimize job posts
Now that you’ve nailed the basics of writing a clear and inclusive job post, it’s time to take things a step further. Small details in how you title, post, and manage your listings can have a big impact on how many qualified candidates see—and apply to—your job. These extra tips will help boost your visibility, improve engagement, and get you better results from every posting. Here's what to keep in mind as you fine-tune your approach.
Keep job titles short and clear
Stick to job titles that are three words or fewer and use common, searchable terms. Overly long or creative titles—especially those with symbols, shifts, or numbers—can get flagged as spam and buried in search results. Clear and simple wins every time.
Share the pay
Did you know that 91% of US-based respondents said that including salary ranges in a job post would affect their decision to apply? Candidates want transparency, and showing compensation upfront builds trust and boosts activity. Beyond that, more and more states—like California, Colorado, Connecticut, Maryland, Massachusetts, Nevada, New Jersey, New York, Rhode Island, Vermont, and Washington—are requiring employers to post salary ranges. That makes candidates more likely to expect salary information in the future.
Highlight direct hire
Direct hire positions get substantially more application activity than either temporary or contract position listings. So if the role is permanent, say so—it makes a big difference in terms of your applicant pool.
Don’t over-edit or repost
Changing a live post won’t help it perform better, and too many edits can actually hurt visibility. Reposting weekly also reduces applicant quality, because it can lead to a flood of unqualified or previously-rejected candidates. Plus, if a job is reposted repeatedly, it can create the impression that the company is struggling to find the right candidate, which might deter some qualified applicants from applying. Instead, plan your timing and post intentionally.
Timing is everything
Believe it or not, the last week of the month is the best time to post a job listing, so you can capitalize on the surge in activity that happens in the first 10 days of each new month. Saturday through Tuesday are your best days to post, with the most applications coming Monday through Wednesday.
Use direct apply
Whenever possible, link directly to your ATS. Using direct apply links in your job listing simplifies the application process, making it easier for candidates to submit their information quickly. It also streamlines your workflow, reducing friction and increasing the likelihood of receiving more applications.
How to format your job listing for peak visibility
Of course, a great job post isn’t just about making it sound good; you also need to make sure the right people see it. As a last step to optimize job listings, focus on boosting visibility so you can connect with better applicants.
Use the right job titles
Your job title appears in the page URL, the headline, and search results, so make it count. Stick to popular, three-word-or-fewer titles that match what people actually search for. Do a quick keyword check to see if your title is also used by others. If it’s not, then it might not be clear to applicants, so try swapping it for a better option.
Incorporate relevant keywords
Include the job title, industry terms, and your location throughout the post. Add the posting date and a closing date (no more than 30 days out). And as we’ve covered, avoid vague phrases like “competitive salary” or quirky terms like “rockstar” that can turn off applicants.
Use structured data that Google recognizes
Follow Google’s job schema guidelines to further boost search visibility by helping the search engine “read” your job posting more efficiently. Within the schema, include job title, company name, employment type, salary range, location (ZIP code preferred), and a clear deadline.
Improve engagement & click-through rates
One of the best ways to improve job listings is to end your posting with a strong call to action that lets applicants know what they’ll gain and how to get in touch.
Make it mobile-friendly
With more than ⅔ of job seekers applying via smartphone, make sure you’re keeping formatting clean and text easy to scan. Simple, mobile-friendly layouts help turn views into strong applications.
Make every job posting count
Improving your job listings doesn’t have to be complicated. From writing clear, inclusive descriptions to using smart formatting and the right keywords, small tweaks can dramatically increase visibility, engagement, and application rates. Posting at the right time, avoiding common mistakes, and giving candidates the information they care about (like pay and location) helps your openings stand out in a crowded market.
If you’re ready to attract stronger candidates, fill roles faster, and get better results from your hiring efforts, Spherion is here to help. We partner with employers every day to fine-tune their job posts, streamline their recruiting strategy, and connect them with great talent. Reach out today, and let’s see how we can level up your hiring game!