At Indeed, our mission is simple: we help job seekers find the jobs that are the right fit for them. In order for a job seeker to find the role that’s best suited to their interests and skills, it’s important that the jobs they’re searching for are accessible, clear and transparent.
At the same time, we know that writing a job listing isn’t always easy — which is why we want to help you understand the best practices for posting a job on Indeed.
While we want our job seekers to find the right roles for them, we also want recruiters to find the best candidates for their jobs. So, how can you create a job listing that’ll give you a successful hire? In a nutshell, successful job listings are accurate, original and up-to-date. Let’s break it down step by step.
Start with strong job titles and job descriptions
When you were looking for your job, what did you search for? You likely searched for roles that aligned with your experiences, interests and needs, and ignored roles that seemed vague, misleading or were missing key information.
Job titles likely played a big factor in your decision to learn more about a role. You might even have skipped some job postings based on their titles alone. Therefore, when coming up with titles for your jobs, make sure they reflect the roles you’re hiring for. Avoid additional symbols, punctuation or information in your job title, and avoid language that may sound spammy or be perceived as clickbait.
A good rule of thumb for determining whether a job title is acceptable or not is to look at the job title and ask yourself if someone would include it on their business card. If not, refine your job titles as needed. For example, “Social Media Manager” or “Front Desk Receptionist” are high-quality job titles, while “Warehouse Worker HIRING IMMEDIATELY” or “Mechanic $12/hour” are low-quality job titles.
Strong job titles are just one part of what makes a good job posting. Job descriptions are important, too. To attract top candidates, it’s best to be clear and detailed when writing a job description.
Start by including information like your company’s name, job title and location. Once you’ve done this, include other details that are central to your role — like role expectations, desired experience, salary specifics and more. You can find more tips on writing a good job description here. When it comes down to it, whatever candidates need to know about the job, put it in there!
Additionally, you can monitor the performance of your job postings directly from your Indeed Employer Dashboard. This tool provides valuable insights into the effectiveness of your job postings, allowing you to make data-driven decisions to optimize your recruitment efforts.
Provide the best experience for job seekers
When posting a job on Indeed, put yourself in the shoes of job seekers — they use Indeed to find real and current opportunities for consistent work. To provide a positive experience to job seekers on Indeed, there are certain best practices to follow.
First off, each job posting on Indeed should represent a single job opening. If you’re hiring for different roles, you should create an individual job posting and description for each role. One job posting advertising multiple job openings is discouraged and may mean you have to pay to have your job posted on Indeed.
Likewise, each job application should be specific to one role. If the job posting is for a specific role, but it’s linked to a generic application that doesn’t refer to the original role the candidate applied for, this is not a good job posting practice and your job could require sponsorship to post.
It’s important to also be considerate of candidate privacy when using Indeed. The job applicant’s personal information should be treated carefully in your company and never be made available to third parties. Make sure to never request sensitive information over direct messages.
Be intentional in your job posting practices
We know that sometimes, reposting your jobs on Indeed is a necessary part of hiring, especially for jobs that have high turnover rates. However, it’s also important to repost jobs with care. Excessive reposting will lead to lowered visibility for your jobs.
When the same job is posted across multiple locations, your job may require sponsorship. Location-blasting, or posting a job in locations aside from the primary location where the job seeker would work is discouraged.
For example, if you’re based in San Jose, California but you post a job in San Francisco because many people commute between the two cities, that would not be a good practice. Doing this can serve up irrelevant results to job seekers looking for jobs in San Francisco.
An example of when it’s okay to post in multiple locations is if, for example, a chain restaurant posts one job in each location where they have a restaurant and are hiring for that position. In that case, this is okay because a job is available in each of the locations where the job is posted.
Your job posting should always be free for job seekers
Your job postings should always be free to apply to. Different job seekers have different resources available at their fingertips. Often, awesome job seekers miss out on job opportunities — and companies on awesome job seekers — because they lack access to the resources needed to apply for a job.
Indeed strives to break down this barrier by being an accessible and open resource that anyone can use for free. If a candidate needs to pay to apply or be hired for your job, your job isn’t accessible or open — and isn’t the best fit for Indeed. Any jobs requiring fees from job seekers will be removed from Indeed.
Ensure your application process is accessible, easy to navigate and inclusive
How many times have you quit filling out a job application because it was too difficult to navigate? You don’t want to miss out on a great candidate because your application process is too complex or unclear.
Having an application process that is accessible and open allows for a larger pool of talent to take a chance on your company — and for your company to take a chance on a larger pool of talent.
Jobs on Indeed must be made available to qualified candidates regardless of age, race, gender and sexual orientation. There may be specific exemptions for some jobs, but you will need to show you fall into those exemptions.
You can create a more inclusive application process simply by using inclusive language in your job descriptions. Always make sure you review your job description for language that could be perceived as biased or discriminatory.
One good practice is to use gender-neutral job titles so everyone feels included. For example, use “chairperson” rather than “chairman”, or “property manager” rather than “landlord.”
It’s also important to evaluate your job posting for terms that could exclude job seekers of a certain age. For example, rather than requesting a “new graduate” candidate, say you’re looking for an “entry-level” candidate instead.
Transparency and honesty are the best policies for recruiting terrific candidates
To fulfill our mission of helping people get jobs, it’s important that job seekers can easily access the job opportunities that match their interests and needs.
By openly posting a detailed, truthful job opportunity, you can successfully recruit candidates who are the best fit for your role and your company’s culture and needs — ultimately giving your company the talent it deserves.
This article first appeared on Indeed website:
https://www.indeed.com/lead/getting-your-job-on-indeed-the-dos-and-donts?hl=en&co=PH
TalentView is an official partner of Indeed in the APAC region.
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ANJ VERA
Founder and CEO
With nearly two decades of experience in HR transformation, Anj has worked with the world’s leading employer brands to optimize the talent experience. She is also the author of the book ‘Rethink Recruitment,’ and is the highest-rated Udemy instructor in the field of employer branding. Her insights on culture, branding and the talent landscape have been featured in Inc. Magazine, ANC News, Business Insider, Recruitment Asia and major publications across the region. She graduated with distinction from the Level 1 Leader program of Employer Branding College, Australia and also holds an MBA degree from De La Salle University- Manila.
Anj's mission in life is to drive meaningful change and cultivate strategic leadership through organizations. And with TalentView, her energy is geared towards elevating the employee experience and shaping the future of work. Beyond the physical and virtual office, Anj enjoys diving, travel photography and a good cup of coffee.
STRATEGIC | MAXIMIZER | COMMAND | ACTIVATOR | IDEATION
LAWRENCE VILLANUEVA
Managing Director, Talent Culture and Communications
Lawrence is a recipient of Level A and B assessment certifications from the British Psychological Society. Using comprehensive and real-time data, Lawrence provides HR leaders with tools and technologies to address high-level people decisions making them more agile at responding to both the needs of the business and its employees. His experience working with various industries for human capital technology has allowed him to collaborate with a network of leaders in the region to strengthen their culture and build connected communities.
He holds a degree in Human Resources Management and Psychology from Southville International School. In his spare time, Lawrence enjoys traveling to any place where good coffee is served and the sun meets the sea.
FOCUS | RELATOR | RESPONSIBILITY | SELF-ASSURANCE | DELIBERATIVE
KATE DOSPUEBLOS
Lead, Talent Attraction
Kate kicked off her professional career in talent acquisition and recruitment marketing. With her keen interest in arts and a passion for project management, Kate now handles key employer branding and talent attraction initiatives for TalentView’s key customers like Pru Life UK, Rebisco, and Ernst & Young Philippines. She provides guidance and direction to in-house content producers, graphic designers, and video editors to provide a targeted stream of multimedia content that helps HR leaders meet their talent attraction and engagement goals.
She graduated with a Bachelor's degree in Psychology from Ateneo de Manila University and is currently taking her advanced studies in Counseling specializing in Organizational Psychology at the same institution. Outside the workplace, Kate loves wandering to uncommon destinations and experience culture and art firsthand.
MAXIMIZER | EMPATHY | CONNECTEDNESS | INDIVIDUALIZATION | RESPONSIBILITY
HERECIL CABANIT
Lead, Finance and Corporate Services
A Certified Public Accountant (CPA), Cil’s prowess in finance and accounting defines her dedication to TalentView as the Corporate Services Head. She earned her Bachelor’s Degrees in Management Accounting from the University of San Carlos, and Accountancy from the Cebu Institute of Technology – University (CIT – U). With over ten years of experience from different industries in her field, Cil supervises every aspect of the company’s financial affairs.
From internal budgeting activities to external transactions, Cil’s mastery in the discipline of finance allows her to provide the best solutions and maintain TalentView’s security with a sense of personal excellence and commitment to learning and leading. Outside the office, Cil volunteers for groups that support Filipino children’s education.
ACTIVATOR | CONTEXT | ACHIEVER | LEARNER | RESPONSIBILITY
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Employer Branding Playbook
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This joint effort with TalentView resulted in a future-proof framework. To conceptualize and execute different communication strategies, Coke BIG followed a design philosophy and used this to achieve a unified look for their employer brand identity.
Coke BIG’s Employer Brand Playbook is probably one of the most cohesive primers TalentView has ever produced.
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Employer Branding Playbook
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A series of audits followed to determine different factors that shaped their brand identity and pillars. By highlighting key messages and stories and delivering integrated campaigns, JG Summit enhanced their brand perception, established its employee value propositions, and drove consistent talent attraction efforts.
This comprehensive playbook was the essential tool and go-to reference for anything and everything employer branding for JG Summit, from content creation to design guidelines.
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AIA needed to establish its employer branding separately, mostly from its consumer brand. With the relaunch of their new Employee Value Propositions fresh from audit, this anchored a revitalized content strategy. Aimed to produce campaigns that would resonate with their employees to encourage and increase engagement and, in turn, attract the right talents.
AIA’s holistic approach to its employer brand helped build its strategy and gave rise to various initiatives.
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First Gen’s main goal was to attract talents for recruitment and increase brand awareness on social media. TalentView’s team of creatives executed the content strategy following the values and attributes based on the audit.
The combined effort with TalentView led to the new company mission statement, “We commit to forging collaborative pathways for a decarbonized and regenerative future.” as the backbone of the employer brand and communications strategies.
These campaigns delivered clear messages consistent with the employer branding objectives—further solidifying their online presence, employer brand identity, and showcasing their company mission. Proudly, First Gen qualified as a finalist in the coveted “Best Employer Brand on LinkedIn.”
Rebisco
Social Media Executions
Rebisco had a straightforward approach to its social media strategy. Anchored on its Employee Value Propositions, Rebisco followed its objectives that reflected its brand persona and messages that resonated with target talents.
Celebrating 60 years, it aimed to increase the talent pool, raise awareness about its Employee Value Propositions, reduce cost and increase efficiency in reach, following, and engagement on social media.
Crafting vibrant and dynamic campaigns, Rebisco's themed posts perfectly aligned with their employer branding. This distinction led to being recognized as the most appealing employer for students in 2021.
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Allianz supports its employer branding through its social media presence as the hero brand archetype. With this in mind, they produced content aligned with their consumer branding and other marketing initiatives.
Focusing on the future, Allianz reminds its target audience that they are Behind You For What’s Ahead. These campaign efforts concentrated on brand awareness, engagement, and lead generation for their recruitment. Strategic social media posts dedicated to the design and content strategy allowed them to acquire a higher following and engagement.
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TalentView supported this campaign through video and graphics creation and content and content strategy. The positive outcome of the movement continues even post-lockdown.
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JUSTINE RICAFORT
Marketing Lead
Justine currently serves as the Marketing Lead at TalentView, handling the marketing and strategy for all TalentView solutions and towers, and marketing operations. She has over five years of experience in digital marketing, starting as a Social Media Manager and being promoted to leadership positions, where she now has two years of expertise in marketing leadership. She graduated from De La Salle University-Manila with a degree in International Relations and was marked by distinction as a Dean's Lister and a recipient of the Tan Yan Kee Foundation Scholarship. She was also one of the representatives of De La Salle University in Japan for the Harvard Projects on Asian and International Relations
She currently lives in Manila alongside her mom, brother, and their dog. She is a talkative introvert, she loves horror and psychological thrillers, and she’s been fascinated with true crime since the age of 13. She also loves fitness and exploring different kinds such as dancing, cycling, and even freediving. If she were not a marketer, she would be a forensics psychologist. Her ultimate dream is to have a business related to fitness in the future.
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RAM REYES
Lead, Talent Research and Insights
As the lead of Talent Research and Insights, RAM's ultimate purpose is to provide her clients across Philippines, Malaysia and Vietnam with actionable insights, accurate information and inspiration that will drive their employer branding strategies. With over 8 years of experience, she has cultivated her passion and expertise in nurturing client relationships and refining successful initiatives, focusing on culture, communication, employee engagement, and systematic approaches. Furthermore, her career encompasses diverse fields including Human Resources, Digital Marketing, Graphic Design, and End-to-End Event Management.
Academically, RAM hold a Business Administration degree, majoring in Human Resource Development Management, complemented by an Academic Excellence Award from Saint Pedro Poveda College.
Beyond work, RAM's interests are as diverse as her professional endeavors. She's a pun enthusiast and a strong advocate for self-love. She constantly explore various literaries, music genres and groups, and exercises to keep things fresh. These activities fuel her curiosity and add balance to her life, fostering personal growth and a well-rounded perspective.
ACTIVATOR | ADAPTABILITY | MAXIMIZER | IDEATION | STRATEGIC
MICA PALATTAO
Lead, Talent Capability & Measurement
Mica is passionate about building high-performing teams through leadership development and capability management. She currently leads the Organizational Capability team of TalentView, supporting Fortune organizations in their people initiatives. From early career talents up to executives, Mica helps organizations build and strengthen their leadership pipeline. She has worked with multinational companies from the ASEAN region such as Sanofi, Schindler, Republic Cement, and Heineken.
Mica is a currently taking up a Master’s Degree in Business Administration (MBA) in De La Salle University. She earned Certification in Talent Management from Ateneo De Manila University and graduated with a Bachelor’s Degree in Psychology from Polytechnic University of the Philippines. She is also a registered psychometrician with the Psychological Association of the Philippines. Outside the busy streets of corporate, you can find Mica enjoying her hunt for good food and music.
IDEATION | STRATEGIC | ACTIVATOR | FUTURISTIC | ACHIEVER
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