Writing Job Postings: The Decisions That Matter
Writing clear, inclusive and lawful job advertisements that attract qualified candidates.
Dana Whitfield
Where most projects go wrong
The usual mistakes:
- Age-coded terms such as digital natives
- Unnecessary requirements
- Missing pay information where required
- Gendered language
What good looks like instead
- Describe the role and requirements clearly
- Use inclusive language
- Include pay ranges where required
- Focus on essential requirements
- Review postings with HR
Why it matters
Job ads that show illegal preferences create legal risk, and several states now require pay information in postings.
The specs that matter
| Measure | Figure |
|---|---|
| EEOC | job ads may not express preferences based on protected characteristics |
| Age | ads may not discourage applicants aged 40 and older |
| Pay transparency | several states require salary ranges in postings |
| Structured data | Google supports job posting markup |
Knowing when to hand it over
Tip: Bring in help when hiring across several states.
Where this comes from
- U.S. Equal Employment Opportunity Commission — Prohibited Employment Policies/Practices
- Google Search Central — Job posting structured data
The figures and practices above come from the sources listed.
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Where to go next
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