Write Inclusive Job Postings to Attract Top Talent
Attracting top talent is an operational priority for many Canadian businesses [1]. Job postings are usually the first impression job seekers get about a business. Yet, 65% of employers don’t get job postings right the first time and end up revising them [2].
When we explore what motivates job seekers and what they’re looking for in a job posting, we find many of the hallmarks of an inclusive job posting.
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Take Your Time – Focus on Quality
When you’re busy, it’s tempting to pull that old job posting out and repost it as is. But if you really want to save time, review the content with a critical eye before posting it.
Half (52%) of job seekers say the quality of a job description influences their decision to apply for a job. Almost one third (30%) would stop applying if it contains spelling or grammar mistakes [2].
- Ensure all the information is correct and up to date.
- Use plain language and avoid jargon. Is the information clear? Is the job title easy to find using keywords?
- Check the spelling, grammar, and punctuation.
- Use sub-headings and bullets to make it easy to read at a glance and on mobile devices.
Be Transparent about Salary and Benefits
The most important element of a job posting for three quarters of job seekers is salary information. More than one-third (38%) would abandon an application if the salary range is not disclosed [3]. This isn’t surprising since most job seekers are motivated to search for a job with higher pay (74%) and better benefits (70%) [3].
Some provinces, such as British Columbia, Ontario, and Prince Edward Island, require or will soon require employers to disclose salary information in publicly advertised job postings. Others, like Nova Scotia and Newfoundland and Labrador, are in the process of reviewing regulations. Check the status in your province to ensure compliance.
- Include a starting salary or salary range.
- Add information about the benefits and perks.
- Indicate whether the work location and hours are flexible.
Be Concise – Include Critical Information
Short job postings of up 300 words get 8.4% more applications per view than average [5]. Include only critical information.
Shorten your list to the most crucial requirements and skills needed to do the job well.
- Include special considerations, like travel or working outside regular hours.
- Don’t overuse keywords for search engine optimization (SEO), which can lead to vague job postings that put off strong candidates [6].
- Stand out by adding performance goals or what success looks like, for example “closing 5 sales per month” or “improving guest satisfaction.”
Include Only Key Organizational Details
When reading job postings, many job seekers skip descriptions of organizations [4], which they can find elsewhere. They will often research an organization’s employee happiness (58%), overall rating (50%), and diversity (24%) [3].
Job seekers often research an organization’s employee happiness, overall rating, and diversity.
- Limit information about your organization to what job seekers need to know to decide whether you’re a good fit for them.
Keep the Process Simple
One third might abandon an application if the functionality is clumsy, repetitive, or not easy to fill out [4]. Almost half of job seekers find that most job application processes are too long and complicated, and more than one quarter (28%) research a company’s interview process [4].
- Ask a few people to do a test run to ensure your online application process is user-friendly.
- Include the recruitment process and timeline in the job posting.
- Ask all interviewed candidates for their feedback on your application and hiring process.
Additional Tips to Enhance Inclusion
- Mention that alternative expertise or experience will be considered.
- Include a statement about your organization’s commitment to inclusion, accessibility, and equal employment opportunity.
- Advertise your job on sites that are accessible to job seekers who experience disability and on those that reach more diverse candidates (Indigenous, all gender identities, Black, immigrants, and others).
For more information about inclusive job postings, refer to CASE’s HR Inclusive Policy Toolkit and Hire for Talent’s How to Write an Inclusive Job Posting.
By developing quality job postings that are inclusive and posted on sites that are accessible to more people, you will increase the number of applications from top talent for your positions.
References
1. KPMG. 2024 Canadian CEO Outlook. Published online October 2, 2024. Accessed November 6, 2024.
2. Indeed. Survey: How to Improve Your Job Postings to Attract Better Candidates. Last updated November 21, 2024. Accessed May 2, 2025.
3. Indeed. Indeed’s 2024 Workforce Insights Report. 2024.
4. Greg Lewis. This Job Description Heatmap Shows You What Candidates Really Care About (and What They Ignore). LinkedIn. June 19, 2018. Accessed April 29, 2025.
5. Remko Glatzhofer for LinkedIn. 4 New Job Post Stats That Will Help You Attract Candidates. August 1, 2018. Accessed May 1, 2025.
6. LMIC (Labour Market Information Council). Connecting Skills: Using online job postings to unravel the demand for skills in the labour market. January 2025. Accessed April 29, 2025.