(Image: Svetlana Rey)
After 30 years on the job at Work for Good, this is what we know: The organizations that treat job listings as marketing documents get better candidates.
Keep in mind that your perfect candidate is reading five to 10 job listings right now. Yours needs to be the one that makes them think, “They get it. They respect my time. They value transparency. I want to work there.”
Here’s how to make it easy for the right people to say yes.
DO:
- Lead with a salary range. When you skip compensation, you’re losing your best prospects to competitors who show their cards. Include the full range, plus a benefits summary. If you’re worried about equity implications, that’s exactly why you should post it – salary transparency is equity in action.
- Be as specific as possible about what you actually need. If you want to get qualified applicants, you need to let them know exactly what they’ll be doing day-to-day. For instance, instead of “manage projects,” try something like “oversee 3-5 concurrent grant-funded programs with budgets ranging from $50K-$200K.” Instead of “fundraising experience required,” consider, “track record of securing at least $250K annually through individual donors, with major gift experience preferred.”
- Detail your remote/hybrid policy like your talent pipeline depends on it. Because it does! Candidates now search by work arrangement first. If you say “hybrid” but don’t specify the expected in-office schedule, you’ll lose candidates in the interview stage when their expectations don’t match with your policy. Be exact: “Remote with quarterly in-person meetings in Chicago” or “In office Tuesday-Thursday, flexible Monday/Friday.”
- Tell them who you ARE, not just what you do. Mission-driven candidates aren’t just looking for a job – they’re looking for a cause. Give them one paragraph minimum: your origin story, your specific impact (numbers help), and what makes your approach different. The listings that do this well get candidates who already feel connected before they even apply.
DON’T:
- Post requirements you don’t actually require. Don’t say “Master’s degree required” when you’d happily take someone with a Bachelor’s and 5 years of experience, or “7-10 years required” when you’d consider someone with 4 strong years. Separate your must-haves from your nice-to-haves.
- Forget that hiring is a two-way interview. Make sure your listing isn’t just a list of demands by being explicit about what you offer in return. Professional development budget? Flexible scheduling? Strong health insurance? A culture that respects boundaries? These are decision-making factors – especially for the candidates with options.
- Leave candidates in timeline limbo. “We’ll review applications on a rolling basis” tells a candidate nothing. Will you start interviews next week or next quarter? When do you need someone to start? Don’t give qualified candidates a reason to accept other offers while waiting to hear you: Give date ranges, even if approximate.
- Write in corporate-speak. Consider the phrase, “collaborative self-starter in a fast-paced environment who thrives under pressure while maintaining work-life balance.” Candidates have seen this exact wording hundreds, if not thousands, of times – and it tells them nothing. Either delete the corporate jargon or replace it with specifics: “You’ll work on a team of 4, have weekly check-ins with your manager, and typically manage 3-5 deadlines simultaneously during our busy grant season (September through November).”
In short: Job listings that work are those that are specific, informative, and up-front about what your organization has to offer. Remember, it’s not only about finding the right fit but also about convincing a potential employee to yes to you.
Want to see these DOs and DON’Ts in action? Check out these sample job descriptions for examples of effective and ineffective job listings.
Chelle Shell is senior client development manager at Work for Good.
This article was reviewed and updated in December 2025.
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