How to Create a Job Posting That Attracts the Right Candidates

A job posting is often the first interaction between an employer and a potential candidate. Before interviews, assessments, or screening even begin, the quality of a job posting already determines who applies and who self-filters out.

Many employers in Malaysia face the same hiring issue: too many applications, but very few suitable candidates. In most cases, the problem is how the job posting is written. When done properly, a job posting becomes the first and most effective filtering tool in the hiring process.

What Is a Job Posting?

A job posting is an advertisement published by an employer to announce an open position and invite candidates to apply.

Job Posting vs Job Description

A job description is usually an internal document that lists all duties and requirements in detail.

A job posting, on the other hand, is a shortened, candidate-facing version designed to attract interest and encourage the right people to apply.

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Purpose of a Job Posting

Inform candidates about the role
Set clear expectations about the job
Attract candidates who are genuinely suitable

A good job posting helps candidates decide early whether the role fits them, which saves time for both HR and applicants.

Why a Well-Written Job Posting Is Crucial

A clear and structured job posting directly affects hiring quality and speed.

Attracts Suitable Candidates

Candidates who understand the role clearly are more likely to apply if they match the requirements.

Reduces Irrelevant Applications

When expectations are clear, unqualified candidates are less likely to apply “just to try”.

Saves HR Screening Time

Fewer unsuitable resumes mean faster shortlisting and better use of HR resources.

In short, a strong job posting reduces noise and improves hiring efficiency.

What Every Job Posting Must Include

Job Title

The job title determines whether candidates can find your posting at all.

Use clear, commonly searched titles that candidates recognise.
Avoid creative or internal titles that job seekers do not search for.
Keep titles simple and specific, especially for entry-level or operational roles.

Company Introduction

Candidates want to know who they are applying to.

Keep it short and engaging.
Briefly explain what the company does.
Highlight culture, industry, or growth opportunities where relevant.

This helps candidates build early interest and trust.

Job Responsibilities

Responsibilities should help candidates imagine themselves doing the job.

Focus on core daily duties, not every possible task.
Be specific about what the role involves.
Avoid vague phrases like “general duties as assigned”.

Clear responsibilities help candidates self-assess their fit before applying.

Requirements and Skills

This section often determines application quality.

Separate must-have requirements from nice-to-have skills.
Only list what is genuinely required on day one.
Avoid unrealistic expectations that discourage capable candidates.

When everything is listed as “required”, many good candidates simply do not apply.

Salary Range and Benefits

Salary transparency plays a major role in candidate decision-making.

Including a salary range helps attract serious applicants.
It filters out candidates whose expectations do not match the budget.
Mention benefits such as allowances, bonuses, flexibility, or growth opportunities.

Clear pay information builds trust and saves time for both sides.

Get a clearer view of market salary ranges with our Salary Comparison tool.

Location and Working Arrangement

Candidates care about where and how they will work.

Clearly state office location or remote/hybrid arrangement.
Mention working hours, shifts, or schedules if relevant.
This helps candidates assess commute, lifestyle, and availability early.

Step-by-Step: How Employers Should Create a Job Posting

Creating an effective job posting does not require complex copywriting — just structure and clarity.

Identify Hiring Needs Clearly

Understand why the role exists and what problem the hire is expected to solve.

Define Responsibilities and Required Skills

Focus on what the employee will actually do and what they must have to succeed.

Decide Salary Range and Benefits

Set realistic expectations based on market and internal budget.

Write a Clear, Candidate-Friendly Posting

Use simple language, bullet points, and short sections.

Post on the Right Job Platform

Platforms like AJobThing help employers reach candidates based on job category and experience level.

Monitor Applications and Adjust If Needed

If applications are too few or not suitable, review the posting and refine it.

Free PDF Job Posting Checklist

Free Download Job Posting Checklist

Common Job Posting Mistakes Employers Should Avoid

Certain mistakes consistently lead to poor hiring outcomes. Below are some common mistakes that HR needs to avoid.

Writing descriptions that are too vague or too long
Listing too many requirements without prioritisation
Not mentioning salary or benefits
Copying generic or outdated job ads
Posting on platforms that do not match the target talent pool

Avoiding these mistakes improves both application quality and employer branding.

Where to Post Job Ads in Malaysia

Choosing the right channel matters as much as writing the posting. A combination of channels usually works best.

Job Portals

Platforms like AJobThing allow employers to target candidates by role, experience, and industry.

If you are looking to hire part-time, intern, or freelance workers, try posting your job ad for FREE and see better-matched candidates.

Social Media Platforms

Useful for brand awareness and passive candidates.

Company Website

Helps candidates learn more about the organisation.

Employee Referrals

Often produce higher-quality candidates.

How Job Posting Helps Reduce Screening Time

A job posting is the first screening stage. So, how job posting helps reduce screening time?

Clear postings encourage suitable candidates to apply.
Unqualified candidates are more likely to self-filter out.
HR receives fewer but more relevant resumes.

Better postings lead to faster and more accurate shortlisting.

HR Best Practices for Job Posting in Malaysia

HR can use these best practices to make job postings more impactful in the hiring process:

Update job postings regularly to reflect current needs.
Use different posting versions for different roles.
Track which postings attract better candidates.
Respond to applicants promptly to strengthen employer branding.

FAQ

What makes a good job posting?

Clear title, realistic requirements, salary transparency, and concise structure.

Should employers include salary in job postings?

Yes. It improves application quality and saves time.

How long should a job posting be?

Long enough to explain the role clearly, but short enough to remain scannable on mobile.

Can one job posting be reused for multiple roles?

Templates can be reused, but content should be customised for each role.

Where should employers post job ads in Malaysia?

Job portals like AJobThing, social platforms, company websites, and referrals all play a role.

Looking for Qualified Candidates? We’re Here to Help!

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