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If your listings aren’t showing up in Google for Jobs or getting visibility on job boards, you’re missing out on top-tier candidates.
The good news? You can turn that around with simple changes.
And this guide walks you through all of them.
Let’s take a closer look at how forward-thinking recruiters in 2025 are creating search-engine-optimized (SEO), AI-friendly job postings that are still real and human. 👇
Search has changed, and your listings need to keep up
Here’s what’s different now …
Job board algorithms, Google for Jobs, and AI-driven platforms, and AI recruiting tools now use semantic analysis to scan and rank listings. This means they care less about repeated keywords and more about how clearly you describe the role, the data you include, and whether it aligns with what candidates actually want.
➜ So if you’re wondering why a role isn’t getting visibility, the answer probably lies in how it’s written and structured.
(You can and should still include keywords. Just make sure you’re using them in a natural way that’s relevant to your job posting.)
Here’s what to do:
1. Start with solid JobPosting schema
If search engines can’t break down and understand your post’s structure, they won’t display it — simple as that. JobPosting Schema markup is the foundation of SEO for job listings.
Think of it like giving Google a clear map of what your role is all about. The more complete it is, the better your chances of getting seen in a special user experience in Google Search results. (Like in the Job’s image below.)
Here’s what to include in your JobPosting schema:
- Job description with relevant keywords
- Date posted and closing date
- Job location or remote status
- Application method
- Hiring organization
- Employment type
- Salary range
- Benefits
- Job title
Want to check if your schema is working? Run it through Google’s Rich Results Test to be sure.
2. Write for clarity, not keywords
Stuffing your listing with the same keyword doesn’t help it rank. In fact, it might do the opposite. Search engines (and real people) want listings that read naturally. Instead of repeating “project manager” 10 times, explain what the role actually involves.
What does success look like? What tools will they use? What kind of projects will they lead? What’s your company culture like?
Here’s what works:
- Use synonyms and related titles (“program lead,” “project coordinator,” “cross-functional teams”)
- Write 300–500 words to give enough context without overwhelming the reader
- Mention platforms or tools they’ll use (like Asana, Jira, Salesforce)
- Describe the day-to-day in plain, scannable language
You can also include helpful resources so candidates have all of the information they need to decide if it’s a good-fit role.
If you’re hiring travel nurses, you might highlight relevant industry trends and salary benchmarks to add clarity.
A quick mention or link to something like this High-Paying Healthcare Travel Jobs list shows candidates what to expect and supports your content with authority. It’s a subtle way to optimize for both search and candidate experience, without sounding robotic.
➜ When in doubt, write like you’re explaining the role to a great candidate over coffee.
3. Use job titles candidates actually search for
It’s tempting to get creative with job title options.
“Growth Wizard” or “Sales Rockstar” might sound fun internally, but they don’t do much for your visibility, unfortunately.
Instead, focus on clarity and intent. Ask yourself: What would a job seeker for this role likely type into a search bar?
A good formula to try is: Role + level + focus
Example: “Senior Content Strategist – SaaS” or “Entry-Level IT Support (Remote)”
Stick with this format in both your page title and schema markup. You can always sprinkle in some personality later in the description.
4. Share the salary range — it matters more than ever
You might be wondering if you really need to include pay in your job postings. The short answer is yes. Platforms like Google and LinkedIn give higher visibility to listings with salary details.
Plus, research by Glassdoor shows that candidates trust employers who are upfront about pay. (They’re also more likely to stick around throughout the full job process and onboarding.)
Keep it simple:
- Mention extras like mentorship programs, PTO, or medical coverage
- Include the salary range in your job content and schema
- Call out any bonuses, benefits, or equity options
And if you’re hiring for travel roles or contract work, include a per-word rate, per-project rate, or hourly rate range.
5. Keep listings up to date
Don’t let your job posting go stale.
Search engines notice when content hasn’t been touched in weeks. Even a small update can signal that your listing is still active and worth showing.
Try this:
- Tweak the job intro, revise core responsibilities slightly, or swap out a skill
- Update the datePosted field in your schema
- Refresh listings every 15–30 days
(It doesn’t need to be a full rewrite. Just enough to keep things fresh.)
6. Get specific about location and remote status
Make sure your title, schema, and job description all match up with where the role can be performed.
Some ways to clarify include:
- Mention any regional expectations or travel requirements
- Add “Remote” or “Hybrid” to the job title
- Specify the city or state for office roles
This helps your post show up in location-filtered searches and avoids confusion for candidates.
It’s also important to note that using the word “remote” can be misleading and off-putting if it’s not a 100% remote role that can be performed anywhere in the world.
7. Avoid posting the same listing everywhere
If you’re posting the same job description across multiple boards (or duplicating it on your own site), it could backfire. Search engines tend to ignore duplicate content. And if they do index it, they’ll usually pick just one version.
Here’s what to do instead:
- Customize each version slightly (mention the local office, adjust the tone, and tweak the summary)
- Use canonical URLs so search engines know which version to prioritize
- Add variety across platforms to stand out and avoid penalties
It’s a bit of extra work, but it pays off in visibility.
8. Make sure your post works well on mobile (don’t skip this!)
Most candidates are searching (and applying) from their phones. If your page loads slowly or looks cluttered on mobile or softphones, you might lose them before they hit “Apply.”
Here’s how to fix that:
- Keep the title, pay, and apply button near the top of the page
- Design with mobile users in mind from the start
- Avoid unnecessary popups or fancy scripts
- Use a fast-loading page layout
*Pro-Tip: Check your listing in Google’s PageSpeed Insights tool to spot mobile issues before they impact your rankings.
9. Track what’s working so you can improve
Once your post is live, the real work begins.
Use tracking software (also called an Applicant Tracking System or an ATS) to get clear on what’s working and what you need to adjust.
➜ Which roles get the most clicks? Where do the best applicants come from? How long are people spending on the page? Simple analytics can help answer all of that and guide your next round of edits.
Here’s how to start:
- Add UTM tags to application buttons.
- Track traffic, click-throughs, and bounce rate.
- Use those insights to adjust structure, wording, or distribution.
The more you know, the better your listings will perform over time. Doing this consistently also helps strengthen your employer brand, which fosters candidate trust and encourages more referrals.
10. Strengthen your internal links
Here’s a tip that can make a bigger difference than you might expect: improve how your job listings connect within your site.
A strong internal link structure helps search engines crawl and rank your pages. It also keeps candidates exploring.
Ideas to try include:
- Link each job listing back to your main careers page
- Suggest similar openings at the bottom of each post
- Add breadcrumbs or job category filters
(Focus on making it easier to find and apply for the right role.)
Bonus tips: Go the extra step
Want to take your listings from good to great?
Here are a few final ideas:
Make the application process short and smooth. Drop any extra steps (like pointless psych exams and endless candidate screening) and get straight to the point. Multiple interview rounds and tests in your recruiting process waste everyone’s time.
Promote your post. Share it on your social media channels, in email newsletters, and on niche job boards to increase visibility and engagement.
Write for voice search. Include natural-sounding phrases like “we’re hiring a remote backend developer.”
Show off your company’s ratings. Use schema markup to display your Glassdoor or Indeed score.
How Ongig can help you scale great job posts faster
If optimizing every single job listing sounds time-consuming (because it is), that’s where tools like Ongig come in.
Ongig helps teams create search-optimized, inclusive, and on-brand job descriptions at scale… without rewriting everything from scratch.
With Ongig, you can:
- Add structured data (like JobPosting schema) without needing dev support
- Use smart templates that already follow best practices
- Automatically flag biased or exclusionary language
- Optimize content for SEO, readability, and tone
So instead of manually updating every listing, you’re working from a system that keeps things consistent. (And keeps your roles ranking where they should.)
Whether you’re hiring for five roles or five hundred, this is how you save time and boost visibility.
Wrap up
What matters most for job posting visibility in 2025?
- Start with solid JobPosting schema
- Write for clarity, not keywords
- Use job titles candidates actually search for
- Share the salary range — it matters more than ever
- Keep listings up to date
- Get specific about location and remote status
- Avoid posting the same listing everywhere
- Make sure your post works well on mobile
- Track what’s working so you can improve
- Strengthen your internal links
- Use tools like Ongig to scale and optimize job posts faster
Follow these best practices, and your job posts will reach the people you actually want to hire.
Want to give Ongig a try or request a demo? Learn more about Ongig now.
Author Bio:
Jeremy is co-founder & CEO at uSERP, a digital PR and SEO agency working with brands like Monday, ActiveCampaign, Hotjar, and more. He also buys and builds SaaS companies like Wordable.io and writes for publications like Entrepreneur and Search Engine Journal.
