State the work, outcomes, and essential requirements plainly.
Describe outcomes and the real day-to-day
Use the title candidates are likely to search for. Open with the problem the role will solve, then describe the main responsibilities and what success could look like in the first months. Explain the team, manager, and important working relationships.
Separate essential requirements from helpful extras. Ask whether every qualification is needed on day one or can be learned with support. Avoid inflated lists that make qualified candidates self-select out for skills they could develop after joining.
Make the work arrangement concrete
State the country and city, whether the job is on-site, hybrid, or remote, and any office attendance or time-zone expectations. For international or remote roles, explain where the employer can hire and any work-authorisation requirements that apply.
Include employment type, hours, schedule, contract length, travel expectations, and the application process. If details are still being decided, say so and name when candidates can expect clarity.
Review the posting as a candidate
Check that the title matches the actual work, responsibilities are consistent with the seniority, and stated requirements do not contradict the compensation or location. Remove internal jargon and ask a colleague unfamiliar with the role to read it.
Keep the listing current. Close it when hiring ends, update material changes, and make sure the apply link works. A clear, complete posting saves candidates time and gives your team better-aligned applications.
Action checklist
✓Specific title and plain-language role summary.
✓Outcomes and responsibilities in priority order.
✓Essential requirements separated from preferred ones.
✓Location, arrangement, hours, contract, and pay context included.
✓Application steps, contact, and working link verified.
Give candidates enough context to compare the opportunity fairly.
Publish a meaningful range
When you can, show the expected range and currency in the vacancy. Ensure it reflects the budget and the level of the role, rather than a range so broad that it tells candidates little. If compensation depends on location or experience, explain the factors that determine the offer.
State whether the figure is annual, hourly, or another period, and whether it is gross base pay. Separate target bonus, commission, equity, allowances, and benefits so candidates can see what is fixed and what is conditional.
Explain the full package
Describe benefits with enough detail to be useful: eligibility, waiting periods, employer contribution, leave, and whether arrangements vary by country. Do not present estimated take-home pay as a promised net salary; personal payroll deductions can differ.
For international hiring, identify the employing country, expected payment currency, and any location-based compensation rules. Confirm that your advertised terms align with local requirements before publication.
Keep the process consistent
Decide the approved range before screening begins and give interviewers the same guidance. If the candidate’s location, experience, or job scope changes the range, explain the reason and document the decision.
If the budget changes, update the posting and inform active candidates promptly. Do not wait until the final stage to disclose a material change in compensation or work location.
Action checklist
✓Approved and realistic pay range.
✓Currency and pay period named.
✓Base, variable pay, and benefits distinguished.
✓Any location or level differences explained.
✓Hiring team briefed on the same compensation range.
Assess each applicant against the same job-related evidence.
Agree criteria before reading applications
Translate the vacancy’s essential outcomes into a short scorecard. For each criterion, define what evidence might demonstrate it and what is still learnable. Remove requirements that do not affect the work.
Choose a small number of stages and name the decision owner. Interviewers should know the questions they own, how notes will be recorded, and when feedback is due.
Ask structured, relevant questions
Ask candidates comparable core questions tied to the role. Invite a specific example: the situation, the person’s contribution, the decision, and the result or lesson. Give candidates enough context and time to answer.
Use practical exercises only when they resemble real work, have a clear time limit, and are assessed with known criteria. Avoid asking candidates to produce unpaid work that your organisation could use commercially.
Make decisions from evidence
Record observed evidence against the scorecard soon after each stage. Separate a missing piece of information from a negative judgement, and avoid relying on vague impressions such as ‘culture fit’ without job-related examples.
Compare applicants against the role requirements, not against one another’s background or personal circumstances. Communicate the outcome and next step respectfully, and review the process for avoidable barriers.
Action checklist
✓Criteria and scorecard agreed before screening.
✓Core questions are consistent and role-related.
✓Exercises are proportionate, time-limited, and not usable unpaid work.
Explain the process and protect applicants’ personal information.
Make the employer and process identifiable
Use a verified company identity, a working contact route, and a clear description of who is hiring. Tell applicants who may contact them, what stages to expect, and the best available estimate of timing.
Keep the listing accurate and active. If hiring pauses, changes location, or closes, update the vacancy and let candidates already in the process know what has changed.
Collect only what the process needs
Ask only for information needed at that stage. Restrict access to CVs, interview notes, and contact details to people involved in the decision. Use approved storage and sharing tools, and follow your organisation’s retention and deletion rules.
Do not request passwords, bank details, or identity documents through an ordinary job application. If later checks are necessary, explain why, when they happen, and how the information will be protected.
Close the loop
Set realistic response targets for the hiring team and maintain a single source of truth for candidate status. Send an update when a delay occurs rather than leaving applicants to guess.
Give useful, respectful feedback where your process allows it. Tell unsuccessful applicants when their data will be removed or retained under your stated policy, and make contact preferences clear.
Action checklist
✓Verified employer identity and working contact.
✓Stages and expected timing communicated.
✓Candidate access limited to the hiring team.
✓Sensitive checks use an approved secure process.
✓Closed roles and candidate records handled according to policy.
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