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Jobs & Gigs

How to Write a Compelling and Inclusive Job Listing

When done right, your job listing will be the beginning of a reciprocal and collaborative relationship. Whether you are looking for a studio assistant, a pet-sitter, or your organization's next Program Director, the right person for the role is already on Listings Project, and with this guidance, we can help you reach them.

The key to job listings is to be concise and clear

A compelling job listing should be giving the candidate a sense of your organization, what the role entails, and the must have competencies or skillset needed for the role. Remember, a job listing (which is a public-facing recruiting tool) is not the same as a job description (which is often used internally in an organization). You don’t need to include an itemized list of every duty and responsibility. Instead, you should focus on the impact you expect your new hire to make and the skills they’ll need to make that happen.

You should also clearly state the type of role in the job listing. Is it a freelance, contract, part-time, full-time, or gig position? Be as thorough and clear in your gig listings as you would be for a long-term role.

Photo by Eric Fallen

Communicate fairness in your job requirements

Here at Listings Project, it’s really important to us that all Listers communicate using language that is inclusive and equitable. Make sure that all language used in your job listing follows Equal Employment Opportunity and state and local employment laws. You can learn more about this here.

Listings Project Community Tip

Before writing your job listing, we recommend having a plan in place to prevent bias and promote a fair hiring process. Your plan could include standardized interview questions, a diverse hiring committee, or an anonymous review of application materials.

Not only does it save everyone time and energy if you are clear about the salary or compensation range upfront, but it is also a legal requirement in multiple regions, such as New York State. It is especially important to be transparent about salaries in light of chronic wage gaps.

After all, the salary or compensation range is critical information that candidates need to discern whether or not a role is the right fit for them. Don’t forget to include details about additional benefits and perks you offer.

Photo by Based In / Tomas Janka

Be transparent about your hiring process

This is all about lowering barriers to entry and streamlining the hiring process for both you and your potential candidate. Be clear about the following in your job listing:

Deadline for applications
What candidates need to submit to apply
If there are multiple rounds of interviews
When you’d like the new hire to start

Make sure you have a robust communication system in place to let your applicants know that you’ve received their application and what they can expect going forward. And if the position is filled, reach out to your candidates to let them know.