How to Write Job Ads People Actually Want to Read
Let’s be real—most job postings are a snoozefest. They start with corporate fluff, use confusing titles, and forget one major thing: you’re writing for humans. People who are busy, burnt out, and scanning fast.
That’s why we need to flip the script and go candidate-first. Here’s how.
What Candidates Care About (and What They Don’t)
You’ve got less than 30 seconds to grab someone’s attention. So what do job seekers look for first?
- Title — “Is this the job I do?”
- Pay + Location — “Can I live on this? Do I have to move?”
- Value — “Will this make my life better?”
If they can’t find those fast, they’ll bounce. No scroll. No apply.
And if your posting leads with a long company history or jargon like fast-paced and self-starter, you’ve already lost them.
Candidate-First = SEO-First
Google for Jobs and LinkedIn don’t just read your job ads. They scan them like candidates do.
They look for:
- Pay info
- Job type (full-time, contract, etc.)
- Remote/onsite details
- A short, clear summary
If those are missing or buried in a wall of text, your posting might not even show up in search.
Good structure = better SEO. Better SEO = more qualified eyeballs.
What a Great JD Looks Like
Want to know what actually works? Here’s what real candidates say they love seeing:
- A 1–2 sentence summary right at the top
- Pay, benefits, location—easy to spot
- Clear headers like:
- What You’ll Do
- You’d Be Great If…
- Why Join Us
- Plain English (ditch the corporate speak)
- A human tone that feels welcoming and real
Think: skim-friendly, clear, honest.
How to Fix 100s of Job Ads Without Losing Your Mind
You might be thinking: “Cool, but we have so many job descriptions.” Totally get it.
That’s where Ongig’s Text Analyzer comes in.
With it, you can:
- Apply clean, candidate-first templates to multiple JDs
- Use AI to catch jargon, complex words, and awkward phrasing
- Automatically surface missing fields like pay or remote status
- Keep your tone and brand voice consistent across the board
One client updated 500 JDs in a week. A week, this is not a typo.
TL;DR — The JD Fix Checklist
If your job ads aren’t converting, it’s not just your ATS. It’s the content.
Here’s your quick fix:
- Lead with what candidates care about
- Make it easy to scan—for people and search engines
- Use the right tools to scale without burning out your team
Want to see a real example? Need help fixing your own?
I’ve got you—just request a demo to learn more.
Keep fixing those JDs. Your next great hire is one great posting away.
Frequently Asked Questions
What does “candidate first” mean in job postings?
It means writing job ads that focus on what candidates care about—like pay, location, and what’s in it for them—instead of leading with company fluff or internal jargon.
Why is a candidate-first approach better?
It helps your job ads stand out, rank higher on job boards and Google, and attract more qualified applicants. It’s also just a better experience for job seekers.
How do I update hundreds of job postings without doing them one by one?
Use a tool like Ongig’s Text Analyzer. It helps you apply a candidate-first format, clean up the language, and fix SEO fields across all your JDs—fast.
Will a candidate first job posting still reflect our employer brand?
Yes. You can keep your brand voice while making the content more readable and helpful. It’s about clarity, not rewriting your values.
Where can I see an example of a candidate-first job posting?
Reach out to me at sales@ongig.com—I’m happy to share real examples or walk you through a before-and-after.
