Looking to make changes to your recruiting process so you get more qualified candidates? Consider starting with your job posting as it is your marketing piece: It informs the candidate of the purpose, responsibilities and minimum qualifications for the position and communicates your culture and compensation offering.

When writing your job posting, consider the following:

• Get the position title right—Be sure the title of the position reflects what the position entails. Candidates should be able to get a clear idea of what the responsibilities and duties of the position include from the title, and also the level of the position (staff, management, executive).
• Maintain a positive tone—The job description should reflect your company and its culture. Use language that accurately describes what it’s like to work at your company and use professional and friendly language to encourage candidates to apply.
• Write short and descriptive job duties—Be straightforward about what the position consists of, without getting into too much detail, but also shy away from using vague language.
• Promote the position—Give candidates reason to leave their current position or stop applying for others. Listing pay, benefits available and perks encourages candidates to apply.
• Promote the company—Describe the company culture to give them a glimpse of what it is like to work at your company. Share your mission, vision and values.
• Touch on growth and development—Explaining how the position contributes to the overall company goals and values helps the candidate visualize what they would be doing to make a difference inside and outside of your company.

The job posting is an essential part of the recruiting process. With the right information, your job posting should help candidates determine if the position fits their skill set and gets them to click “Apply Now.”