Tips for Writing a Job posting That Stands Out and attracts Candidates

The Bureau of Labor Statistics estimates that nearly 50 million Americans will have left their jobs on their own initiative in 2021. The past year has seen a significant change in what employees expect from their employers. Our staffing experts share the three key criteria job seekers look for in job postings to help you find the best candidates for your company.

 1. Flexibility in scheduling

2. In job postings, salaries are listed.

3. Sign-on bonuses and additional rewards


Schedule flexibility can promote productivity and job satisfaction

 The Great Resignation, which saw many people switch to white-collar jobs for benefits and flexibility, was sparked by the shift to remote working models. Even though remote work isn’t practical in many professions, offering a more flexible schedule can help you draw in new employees and keep your current workforce happy.

Another choice is to allow employees to make their own schedules or to offer shifts on demand. This allows them the freedom to attend to personal matters like picking up their children from school or taking care of other responsibilities while still making sure their business is running smoothly.

Including your salary information in job postings can expand the pool of applicants.


Applications flooded many businesses during the Great Recession. But the labor market has changed once more than ten years later. Employers are required by The GreatResignation to recruit workers. Because filling out applications can take time, job seekers are selective in what they submit. Candidates are more likely to apply if they are given wage information or at the very least, a wage range. In January 2022 compared to January 2021, the number of LinkedIn job postings that included salary information increased by 50%.


Your company can gain from wage disclosure as well. It takes time for hiring managers to sort through the applications of candidates who have insufficient experience but demand an excessive salary.


Sign-on bonuses can help close the deal.


White-collar industries use sign-on bonuses more frequently, but many blue-collar companies have used them in the past during tight labor markets. Numerous benefits of a sign-up bonus include:



Determining factor:

Since signing bonuses are still uncommon, providing one may help your business stand out from the competition and draw in new hires. These incentives also serve to increase candidates’ loyalty by demonstrating your willingness to invest in them and your recognition of their value.


Bridge compensation:

Your company might be unable to pay a candidate’sdesired wage due to a limited budget. A signing bonus, on the other hand, acts as a compromise and can improve your offer.


Long-term investments:

Although the initial expense might seem high after the bonus is paid out, the employee’s base salary is reinstated. Your long-term budget will benefit from having the worker you need at a lower cost.


If your company is unable to offer a sign-on bonus, you can still recruit new employees by offering them paid vacation time, company outings, sporting event tickets, or career-development training. These benefits can demonstrate to prospective employees that your business is willing to support them and make them happy.

How to enhance your hiring procedure and draw in top candidates


Companies in a variety of industries can use StafflinePro to help them fill open positions. Our staffing solutions give you access to screen employees who can immediately improve your the company. Our team of recruitment specialists will:


Find out more about your scheduling needs and evaluate your staffing needs

Provide pay advice based on the most recent market and sector trends.

Focus your search to find candidates with the knowledge and abilities required by your company.


While this is going on, our app, StafflinePro, is available around-the-clock, giving you access to workers even on nights and weekends to improve the workforce whenever you need it.