How to Write a Job Posting That Gets Results

You need someone to cover Tuesday's lunch shift, and you needed them yesterday. So you throw together a quick job posting, hit publish, and hope for the best. Three days later, you're drowning in applications from people who've never worked in your industry. That hastily written posting isn't helping you fill positions faster. It's just creating more work.

Vague job descriptions attract unqualified applicants and cause qualified candidates to scroll past. You don't need to be a professional copywriter to fix this. You just need 10 minutes and a clear framework. Those 10 minutes upfront will reduce the applications you don't want and increase the ones you do. This guide will show you how to write job postings that attract qualified candidates for hourly roles.

TL;DR: How to write a job posting

Learning how to write a job posting starts with including a clear job title, key responsibilities, required qualifications, salary range, and company benefits. Here's how to write a job posting that attracts qualified candidates:

Start with a searchable job title. Use standard titles like "Server" or "Retail Sales Associate" instead of creative names. Candidates search for familiar job titles.

List 5 core responsibilities. Focus on the most important daily tasks. Be specific about what the role involves so candidates can picture themselves doing the work.

Separate required from preferred qualifications. Only list must-have skills as required. Put nice-to-have experience in preferred qualifications to avoid deterring good candidates.

Include your pay range. Salary is the first thing candidates look for. Posting a range up front attracts serious applicants and saves everyone time.

Highlight company benefits and perks. Mention flexible schedules, meal benefits, training opportunities, or anything else that makes your workplace appealing.

Keep it short and scannable. Use bullet points, short paragraphs, and clear sections. Most job seekers read postings on mobile devices.

Following these steps will help you attract more qualified applicants while filtering out candidates who aren't the right fit.

What is a job posting? (And how is it different from a job description?)

A job posting is what you publish to attract candidates to an open position. It's your pitch highlighting the role, the pay, and why someone should want to work for you. Job postings live on job boards, your website, and social media. A job description is an internal document that lists every duty, requirement, and detail about a position. It's comprehensive and covers everything the role might involve, but it's not designed to be exciting or persuasive.

Here's the key difference: your job description is the full recipe with every measurement and technique. Your job posting is the menu description that makes people want to order. You need both, but they serve different purposes. When you're learning how to write a job posting, use your job description as source material, then trim it down and make it compelling. Don't just copy-paste your internal docs and expect candidates to get excited about the opportunity.

How to write a job title that candidates will find

Your job title is the first thing candidates see and a critical part of how to write a job posting that actually gets found. It determines whether they see your posting at all. Most job seekers search using standard terms like "server" or "sales associate." If your title says "Hospitality Experience Champion" or "Retail Rockstar," you're invisible to the people actually looking for those jobs.

Use standard, searchable job titles

Stick with industry-standard titles that candidates recognize and search for. Check what similar businesses in your area are calling the same role. If everyone else is hiring "Line Cooks" and you post "Culinary Team Member," qualified cooks won't find your listing.

Good job titles are clear and specific:

• Server (not Guest Experience Coordinator)
• Line Cook (not Culinary Artist)
• Sales Associate (not Brand Ambassador)
• Cashier (not Front End Team Member)

Job title examples for hourly positions

Here are standard titles by industry that candidates for hourly positions actually search for:

• Restaurants & Food Service: Server, Bartender, Line Cook, Prep Cook, Dishwasher, Host, Barista, Shift Manager
• Retail: Sales Associate, Cashier, Stock Associate, Visual Merchandiser, Assistant Manager, Store Manager
• General: Customer Service Representative, Warehouse Associate, Delivery Driver, Receptionist, Administrative Assistant

What to avoid in job titles

• Skip the cute or creative names. "Sandwich Artist" might fit your brand, but candidates search for "Food Prep Worker" or "Counter Staff."
• Don't stuff in every detail. "Full-Time Weekend Evening Shift Server with Tip Opportunities" is overwhelming. Save those details for the description.
• Avoid internal jargon. "Level 2 Associate" or "P3 Specialist" means nothing to external candidates.
• Keep it under 80 characters. Long titles get cut off in search results and look cluttered on mobile.

How to write a job description that attracts the right people

The job description is the most important part of how to write a job posting. Vague job descriptions waste your time. Write "handle customer service duties" and you'll get applications from people who've never worked in customer service. Write "greet customers within 30 seconds, answer product questions, and process returns using our POS system" and qualified candidates know exactly what you need.

The goal is to help candidates self-select. The right people should read your description and think "I can do this." The wrong people should realize they're not a fit before they apply.

Focus on 5-7 core daily responsibilities

Don't list every possible task the role might involve. Focus on what this person will do most days. Be specific enough that candidates can picture themselves doing the work.

Instead of: "Provide excellent customer service"
Write: "Greet customers as they enter, answer questions about menu items, take orders accurately, and handle complaints calmly during busy lunch rushes"

Instead of: "Maintain store appearance"
Write: "Stock shelves before opening, face products throughout your shift, and clean fitting rooms every hour"

Include environment and physical requirements

Be honest about what the job actually involves. "Fast-paced" or "high-volume" aren't scary to the right candidates, they're helpful context.

• "Stand for 8-hour shifts with two 15-minute breaks"
• "Lift and carry boxes up to 50 pounds regularly"
• "Work in a kitchen environment with heat and noise"
• "Handle multiple tables simultaneously during weekend dinner rushes"

Candidates appreciate honesty. The ones who can't stand for long shifts will self-select out. The ones who can will appreciate that you didn't waste their time.

Separate required from preferred qualifications

This is where most job postings go wrong. Listing everything as "required" scares away candidates who could learn on the job.

Required qualifications = must have on day one:

• Ability to work weekends
• Reliable transportation
• Comfortable lifting 30+ pounds
• Food handler's certificate (if legally required)
• Authorization to work in the US

Preferred qualifications = nice to have, but trainable:

• Six months of restaurant experience
• Familiarity with Toast POS system
• Bilingual (English/Spanish)
• Cash handling experience

Use active, specific language

Write like you're explaining the job to someone in person. Skip the corporate jargon.

• "You'll open the store at 6am" (not "The candidate will be responsible for opening procedures")
• "Process 20-30 transactions per hour during peak times" (not "Handle point-of-sale activities")
• "Train new team members on register procedures" (not "Assist with onboarding activities as needed")

The more specific you are, the easier it is for qualified candidates to see themselves in the role and for unqualified candidates to realize they're not a fit.

How to format a job posting for maximum readability

Formatting is a crucial step in how to write a job posting that candidates will actually read. Most candidates will read your job posting on their phone while scrolling through dozens of other listings. If yours looks like a wall of text, they'll skip it even if the job is perfect for them. Format matters as much as content.

Job posting length: how many words is ideal?

Keep it between 700 and 2,000 characters. Job postings in this range get up to 30% more applications than longer or shorter ones.

Why this range works: It's long enough to give candidates real information about the role, but short enough that they'll actually finish reading it. Go shorter and you're too vague. Go longer and you overwhelm people who are reading on a phone screen.

For most hourly positions, aim for 300-500 words total. That's enough to cover responsibilities, qualifications, pay, and benefits without losing people's attention.

Formatting best practices for job postings

Break content into short paragraphs. Three to four sentences max. Long paragraphs feel overwhelming on mobile screens. If you're writing more than four sentences about one topic, split it into two paragraphs or use bullet points.

Use bullet points for lists. Responsibilities and qualifications should always be bulleted. It's faster to scan and easier to read than paragraph format.

Responsibilities:

• Greet customers and take orders
• Operate cash register and process payments
• Maintain clean dining area throughout shift
• Restock supplies and prep for next shift

That's easier to digest than: "You'll greet customers and take orders, operate the cash register and process payments, maintain a clean dining area throughout your shift, and restock supplies and prep for the next shift."

• Add clear section headers. Use headers like "What You'll Do," "What We're Looking For," "Pay and Benefits," and "About Us." Headers help candidates jump to the information they care about most.
• Include white space. Don't cram everything together. Space between sections gives readers' eyes a break and makes the posting feel less dense.
• Write in active voice. "You'll manage inventory" is clearer and more engaging than "Inventory will be managed by the selected candidate." Active voice sounds like a real person talking, not a corporate robot.
• Test on mobile before posting. Open your posting on your phone. Does it look readable? Can you scan it quickly? If it feels hard to read on your phone, it'll feel hard to read for candidates too.
• Skip the jargon. Write like you're explaining the job to someone in person. If you wouldn't say "interface with stakeholders" out loud, don't write it. Say "work with customers and vendors" instead.

The easier your posting is to read, the more likely qualified candidates will finish it and apply. Make them work to understand what you need, and they'll move on to the next posting.

Should you include salary in a job posting?

Yes. When learning how to write a job posting, salary or pay range is the first thing candidates look for. Leaving it out means you're competing with one hand tied behind your back.

Why pay transparency matters

Posting your pay range up front saves time for everyone. Candidates who see your range know immediately if the job fits their needs. The ones outside your budget won't apply, and the ones within it will take you seriously. You avoid wasting time on phone screens with people who need $20/hour when you're offering $15.

Pay transparency also builds trust. When you're honest about what you pay, candidates see you as a straightforward employer. When you hide it, they assume you're paying below market rate.

How to determine and present your pay range

Check what similar businesses in your area are paying for the same role. Look at job postings from competitors. Search salary data on sites like Indeed or Glassdoor to see local averages.

Once you know your range, present it clearly:

• "$15-$18/hour depending on experience"
• "Starting at $16/hour with room for growth"
• "$17/hour plus tips (average $22-$25/hour total)"

If your pay varies based on shift differentials or experience, explain that briefly. Don't just say "competitive pay" (that tells candidates nothing and makes them scroll past).

Common job posting mistakes to avoid

When you're learning how to write a job posting, even small mistakes can cost you great candidates. Here's what to skip:

• Listing unrealistic requirements. Asking for five years of experience for an entry-level barista role scares away exactly the people you need. Be honest about what's truly required on day one.
• Writing in passive voice. "Responsibilities will include..." sounds robotic. Write like a person: "You'll open at 6am, count the register, and prep for the morning rush."
• Copying your job description verbatim. Internal job descriptions list every possible duty. Job postings should be concise and engaging. Trim it down to what matters most.
• Forgetting to proofread. Typos and grammar mistakes make you look unprofessional. Read it twice or have someone else review it before posting.
• Skipping the benefits. Don't just list the job duties. Tell candidates why they should want to work for you. Things like flexible schedules, free meals, growth opportunities, or whatever makes your business worth their time.

Where to post your job for the best results

Once you know how to write a job posting, you need to get it in front of qualified candidates. A multi-channel approach works better than posting in just one place.

Best job boards for hourly positions: General boards like Indeed, ZipRecruiter, and Snagajob reach the widest audience. Industry-specific boards work well too. Poached for restaurants, Hcareers for hospitality, or CareHealthJobs for healthcare roles. Don't forget free local options like Facebook community groups, Craigslist, or Nextdoor.

If you're already using Homebase for scheduling and time tracking, you can post jobs directly in the app and track applicants in the same place you manage your team. It eliminates the need to switch between multiple tabs when you're trying to fill shifts quickly.

{{banner-cta}}

Job posting examples for hourly roles

These job posting examples show how to write a job posting that works for common hourly positions. Notice how each one uses specific language, includes pay range, and makes the role clear.

Server

We're hiring a Server to join our busy neighborhood restaurant. You'll take orders, serve food and drinks, handle payments, and keep customers happy during lunch and dinner shifts.

What you'll do:

• Greet tables within 2 minutes and take drink orders
• Memorize daily specials and answer menu questions
• Handle 4-6 tables simultaneously during peak hours
• Process payments and manage cash accurately

What we're looking for:

• Weekend availability (required)
• Comfortable standing for 6-8 hour shifts
• Previous restaurant experience (preferred but not required)
• Calm under pressure during busy rushes

Pay & perks: $12/hour plus tips (average $22-25/hour total). Free meal each shift. Flexible scheduling around school or second jobs.

Retail Sales Associate

We're looking for a friendly Sales Associate to help customers and keep our store running smoothly. You'll work the sales floor, operate the register, and restock merchandise.

What you'll do:

• Greet customers and help them find products
• Process transactions and handle returns
• Restock shelves and organize displays
• Open or close the store 2-3 times per week

What we're looking for:

• Available to work weekends (required)
• Comfortable lifting boxes up to 30 pounds
• Reliable and shows up on time
• Retail or customer service experience (preferred)

Pay & perks: $15-17/hour depending on experience. Employee discount. Paid training provided.

Barista

Join our coffee shop team as a Barista. You'll make espresso drinks, take orders, keep the café clean, and create a welcoming vibe for our regulars and new customers.

What you'll do:

• Prepare hot and cold drinks following our recipes
• Take orders and operate the cash register
• Keep work area clean and restock supplies throughout shift
• Handle morning or afternoon rushes (50+ drinks per hour)

What we're looking for:

• Morning availability, including weekends (required)
• Comfortable standing for entire shift
• Coffee experience (preferred but we'll train the right person)
• Friendly and quick on your feet

Pay & perks: $14-16/hour plus tips. Free drinks during shifts. We promote from within. Several baristas have moved into shift lead roles.

How to adapt these examples

Use these as starting points, not copy-paste templates. Adjust the responsibilities to match your actual business. Add your unique benefits and culture. Keep the structure. It works because it's clear and scannable.

For roles you hire regularly—like servers or baristas—create a template instead of starting from scratch every time. Save your best-performing posting and just update the details (schedule, pay rate, specific requirements) when a new position opens. If you're posting jobs in Homebase, you can save postings as templates directly in the app, turning what used to take 20 minutes into a 5-minute update.

FAQs How to write a job posting

What should be included in a job posting?

A job posting should include a clear job title, 5-7 core responsibilities, required and preferred qualifications, pay range, work schedule, physical requirements, and company benefits. Start with what the role involves day-to-day, be specific about must-have qualifications versus nice-to-have skills, and always include salary information up front. Candidates also want to know about your company culture and why they should want to work for you, so add a brief section about perks like flexible scheduling, meal benefits, or growth opportunities.

How long should a job posting be?

A job posting should be between 300-500 words or 700-2,000 characters total. This length is long enough to give candidates meaningful information about the role but short enough that they'll actually read the entire posting on their mobile device. Job postings in this range get up to 30% more applications than longer or shorter ones. Focus on the most important details and use bullet points and short paragraphs to make the content scannable rather than trying to include every possible detail about the position.

What is the difference between a job posting and a job description?

A job posting is what you publish externally to attract candidates. It highlights the role, pay, and why someone should apply. A job description is an internal document that comprehensively lists every duty and requirement for the position. Think of it this way: the job description is the full recipe with every detail, while the job posting is the menu description that makes people want to order. Use your job description as source material, then edit it down to create a compelling, concise job posting that sells the opportunity.

Start writing better job postings today

Now you know how to write a job posting that attracts qualified candidates. Writing a job posting that works doesn't require professional copywriting skills. Start with a clear, searchable job title. Outline 5-7 core responsibilities so candidates know what they'll actually do. Separate required qualifications from preferred ones. Be transparent about pay: it's what candidates look for first. Format everything for mobile readers with short paragraphs and bullet points.

Get these basics right and you'll spend less time sorting through unqualified applications and more time interviewing people who can actually do the job.

Ready to make your hiring easier? Homebase makes it easy to post jobs, screen applicants with custom questions, and schedule interviews, all in the same app where you manage schedules and track time. No more juggling tabs or losing track of candidates. Try it for free.