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As the internet becomes increasingly more of a powerful tool for doing pretty much everything you can think of, and as it begins to drive into extinction things such useful tools such as phone books and newspaper classifieds, it becomes more important than ever for an organization to work to maximize their SEO in posting online jobs.

Apart from simply utilizing more role based words, there are six key elements an organization may utilize in order to guarantee a great job posting:

  1. Applicant Instructions:  Be specific with the application instructions, and make sure the online application is user friendly.  Additionally, keep it brief as nothing will drive away more applicants that a long and complex application process.  You will already have access to the applicant’s resume, and you will certainly be able to question the applicant later on, so don’t make them jump through too many complicated and lengthy hoops just to get in the door.
  2. Company name and subsidiaries: It seems logical to have the company name, but if the opportunity is with a lesser known subsidiary, there may be less brand recognition.  Brand recognition is BIG in attracting top talent.
  3. Work Perks:  Does your office have a great health plan or a fabulous gym that most other companies don’t have?  The top candidates are often more enticed by a great working environment, as opposed to a great starting salary.
  4. Location, Location, Location: Just like real estate, interest in a position may come down to the actual physical location of a position.  Many opportunities are disregarded simply because the company didn’t include the physical location, and if telecommuting is an option, be sure to include or highlight this piece of information.  If a position is going to require relocation, be sure to include whether or not relocation assistance is available.
  5. Full or Part Time Employee: Obviously, there is a big difference between a full and part time employee, and a contract or permanent position.  This should be clearly communicated in the posting.  Failing to list this information, or hiding it somewhere within the posting will not do an organization any good in the long term, as this will eventually have to be disclosed.  Being up front in the posting may save the organization and the candidate a lot of wasted time and head ache.
  6. Education, experience, specific training and licensing: Last but definitely not least, list these requirements clearly and up front in the posting.  This can, again, save both the organization and the candidate a lot of wasted time if both are not on the same page as far as expectations and requirements.

Of course, along with best practices, there are things to avoid when it comes to job postings:

  1. Avoid fun job titles and idiomatic phrasing such as “Rockstar,” or “Sales Ninja.”  While your organization may use these titles internally, including these in job posting will not bring in the level of talent we are referring to here.  Also, don’t under state the requirements needed with phrases like “No training necessary, we will train.”
  2. Avoid acronyms and abbreviations such as CSR, SR, or MGR, as these will not come up in searches. Spell the word out instead, so that nothing can be lost or misinterpreted during the search.
  3. Eliminate Organization specific Job ID numbers. These are acceptable for an organizations intranet, but will not come up in searches, and will only work to confuse the candidate.

To further guarantee success in creating the best job posts possible, you can survey your new hires on the ease with which they found the position.  You can even have your current employees attempt to search for the available positions, and if they can’t find them, chances are that nobody else can either.  So simply go back and try again.

David Klein is a leading Executive IT Recruiter & Headhunter with over 15 years industry experience.  As Manager of Recruitment Strategy for KDS Staffing, Inc., he has achieved industry-leading success. David has successfully led, trained and introduced many in the art of Executive Recruitment and Headhunting. If you or your organization would like to discuss hiring needs, contact David at 646-650-2833 or

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