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Job postings are the moment you invite someone in.
In many hiring processes, the job posting ends up being a direct copy of the internal job description. But here’s the thing: what works for HR files doesn’t always work in public. Posting a job online should feel more like a friendly invite than a legal document.
A job posting is the public‑facing version of your internal job description; it’s your pitch to candidates. It lives on career pages, job boards, and LinkedIn, designed to answer: “What will I do? What do I need to bring? What’s in it for me?”. Not the internal logistics.
We often talk about the difference between internal JDs and external postings. You’ll find extra clarity in What’s the Difference Between a Job Description, Job Posting, and Job Ad, where the distinctions are broken down and you see why neglecting this distinction costs candidates—and you.
The Micro Problem: Gatekeeping Language That Scares People Off
Phrases like “must have 10 years’ experience,” or “proficient in 12 tools,” are red flags. They’re not inviting. They signal “don’t bother unless you’re perfect.” Instead, try something like:
“Know most of these skills and excited to learn the rest? That’s what matters to us, we’d love to hear from you.”
Ongig clients who made this switch saw not just more applicants—but better engagement and preparedness from candidates.
Three Quick Fixes You Can Make Right Now
- Lead with purpose, not bullet lists. Start with why this role or team matters.
- Speak directly to the candidate. Use “you” and “we” to stay conversational, remove excess “must-haves.”
- Link to context or examples. For instance, embed a comment like, “Need structure AND spirit? Here’s how to do both.”
Why This Matters
Because job postings shouldn’t just describe, they should invite. They’re your first chance to connect. If your posting reads like a compliance doc, you’re losing people before you even meet them.
Why I Wrote This
I’ve fielded endless questions like, “What are job postings, anyway? We use job descriptions across the board” But most people really want to know: “Why aren’t my job postings working?” If yours feel flat or keep great candidates from applying, Ongig can help—turning internal JDs into compelling, on-brand job postings fast. Want to see how? Request a demo.
FAQs
What exactly is a job posting?
It’s the external, candidate-focused version of your internal job description—written to sell the role, not just describe it.
How is that different from a job description or job ad?
The job description is the internal doc with detailed responsibilities. The job posting is your public invite. A job ad is often a shorter, marketing‑driven snippet directing people to the full posting.
How do I rewrite “must-have” requirements without losing clarity?
Convert rigid must-haves into preference statements. Try: “You bring most of this—and eagerness to grow. We’ll teach the rest.” That opens the door wider.
Can I see job posting examples for reference?
Yup—check out this guide for a clean structure and this breakdown to understand how each document serves a different purpose.
Should job postings include salary?
Yes—transparency builds trust and increases apply rates. When candidates see compensation upfront, they’re more likely to apply seriously and stay through the process.
