TikTok University

Open with a strong, attention-grabbing paragraph. Your ideal candidates are busy and if you don’t pique their interest in the beginning, there is a higher risk of them moving on to the next job. Take this time to show the job seeker what makes your company a special place to work and why this job is a great opportunity. Be honest. Do not exaggerate or underplay the responsibilities of the role. If it’s a marketing manager role that requires 80% time to be spent in social media, describe the role as being primarily social media focused so that you reach candidates who are skilled in this area. Talk about what the day-to-day would be like. If the position requires 20% travel or calls for 50% writing, tell them that. This will ensure you’re hiring candidates who enjoy their day-to-day responsibilities. Cite specific requirements/preferences If some skills, like educational or certifications, are required and others are just nice to have, say that. If candidates think they are under qualified, they won’t want to waste their time applying. If posting an internship, the job description must specify what compensation or credits earned will be given. "Free" internships are not eligible for free syndication. Ask that candidates only apply if they meet your requirements. This should deter unqualified applicants from “taking a chance” on your job posting. Specify the desired years of experience. Indicate how the job functions within the organization or who the job reports to. Candidates want to know how their role will impact an organization. Provide the specific job location and your company name. Broad locations like “national” or “US” will likely not show up in searches. Give job seekers a sense of your organization’s style and culture. This may also include an overview of employee benefits, salary, schedule, and other perks. Break up paragraphs with empty lines to make your description easy to read. Avoid large blocks of text. Instead, opt for bulleted lists whenever possible. Open with a strong, attention-grabbing paragraph. Your ideal candidates are busy and if you don’t pique their interest in the beginning, there is a higher risk of them moving on to the next job. Take this time to show the job seeker what makes your company a special place to work and why this job is a great opportunity. Be honest. Do not exaggerate or underplay the responsibilities of the role. If it’s a marketing manager role that requires 80% time to be spent in social media, describe the role as being primarily social media focused so that you reach candidates who are skilled in this area. Talk about what the day-to-day would be like. If the position requires 20% travel or calls for 50% writing, tell them that. This will ensure you’re hiring candidates who enjoy their day-to-day responsibilities. Cite specific requirements/preferences If some skills, like educational or certifications, are required and others are just nice to have, say that. If candidates think they are under qualified, they won’t want to waste their time applying. If posting an internship, the job description must specify what compensation or credits earned will be given. "Free" internships are not eligible for free syndication. Ask that candidates only apply if they meet your requirements. This should deter unqualified applicants from “taking a chance” on your job posting. Specify the desired years of experience. Indicate how the job functions within the organization or who the job reports to. Candidates want to know how their role will impact an organization. Provide the specific job location and your company name. Broad locations like “national” or “US” will likely not show up in searches. Give job seekers a sense of your organization’s style and culture. This may also include an overview of employee benefits, salary, schedule, and other perks. Break up paragraphs with empty lines to make your description easy to read. Avoid large blocks of text. Instead, opt for bulleted lists whenever possible.