Create a job

In your talentsconnect home, you have the option to publish your job yourself. In our Jobs tab you'll find a list of all jobs published so far:

Here you have the option to edit these via the three dots, or to create a new job via the blue button:

Clicking the blue "Create job" button opens a window with four different sections: 

• Job Details
• Job Description
• Display in the JobShop
• Application options. 

In each of these four sections you can customize your job individually.

Job Details

In the Job Details section, you have the option to add the basic information about your job.

Job Title

Across all target audiences, the job title receives the most attention, so it must be well chosen and, above all, meaningful. It's important that the job title contains relevant keywords that users actually enter into search engines.

Keep the following recommendations in mind:

• use titles that are as short as possible (40-60 characters) and avoid filler words, since long titles get cut off especially in the mobile view
• use a minimum of three and a maximum of six keywords
• separate keywords with spaces, "/", or "&" so they can be better captured by search engines
• place relevant keywords at the beginning of the job title
• place "(m/f/d)" at the end of the title

Subtitle

The subtitle can be used to draw users' attention to important job characteristics, such as fixed-term contracts or working hours, at first glance. Alternatively, the subtitle can also be used for a short marketing slogan.

Company

Here you can add the company for which this job is to be published.

Location

Since location is one of the most important selection criteria for most job seekers, it's recommended to specify only one location per job posting. This makes it easier for users to filter by location and apply for a specific location.

Start Date

If the job still exists or is still published once the specified start date is reached, "immediately" will be displayed.

Weekly Working Hours

Here you can choose between full-time and/or part-time.

Entry Options

Here you can add the type of job.

Job Labels

Here you can highlight your job even further with our "Top Job" or "Unsolicited Application" labels.

Job Description

In these fields you can now enter the content of your job description. Of course, in the JobShop, users will only see fields for which content has actually been entered.

Introduction

The introduction sets the framework for your job posting. In this first paragraph, describe the overarching tasks candidates will perform and how the position fits into your company.

• Use language typical of your company to convey a first impression
• Cut filler words that convey neither emotion nor information (this also applies to the rest of the posting). Studies show that the number of applicants can increase by up to 30% if the job posting has a maximum of 2,000 characters.

Company Introduction

Describe, in a maximum of 2 paragraphs, what it's like for candidates to work at your company.

• Summarize the most important information about your vision, industry, size, and location(s)
• Highlight what sets your company apart from the competition (your culture)
• Also describe team-specific details in particular (e.g. whether remote work is common, how successes are celebrated, whether there are team events, how mistakes are handled, how big the team is, etc.). Our data has shown that the number of applicants can be increased through content that is as authentic as possible.

Tasks & Responsibilities

Describe what candidates can expect in their day-to-day work.

• Use bullet points and sort them by importance. Eye-tracking studies show that the first points receive significantly more attention.
• Group similar tasks together in a meaningful way and reduce the list rather than expanding it
• Phrase the tasks as complete but as simple as possible sentences, instead of just using nouns ("You negotiate contracts with..." instead of "Contract negotiations")
• Use action verbs ("You integrate..." instead of "You are the interface between...")
• Describe the frequency and required skill level of the tasks

Profile & Requirements

Describe what makes an outstanding candidate. Keep in mind that every requirement acts as a potential filter.

• Use bullet points and sort them as follows: professional qualification/education, relevant work experience, additional qualifications, languages etc., soft skills
• If it's unavoidable to list more than 5 requirements, split them into a "Must-have" (max. 3–4) and a "Nice-to-have" category
• Alternatively: phrase additional requirements as tasks
• List fewer soft skills rather than more. Some studies suggest that a long list of soft skills can have a negative effect, as it tends to attract candidates who overestimate themselves
• Avoid empty phrases, strings of buzzwords ("team player", "strong communicator"), and words that can be understood negatively ("stress-resistant", "frustration tolerance").
• Pay attention to your target audience. For example, if you want more female candidates for a leadership role, or more male candidates for a childcare role, avoid gender-stereotypical phrasing ("assertiveness", football analogies... vs. "a big family"). Various studies have shown that these subliminal messages have an enormous effect on candidates.

What We Offer Candidates

If you're already using the Benefits module in the JobShop, you don't need this field! Otherwise, describe in 2 to 3 sentences what candidates can look forward to at your company.

• Explain why certain benefits are important to your company and what values they express
• Be as specific as possible with the details (e.g. number of vacation days and other contract information, but also team-specific things like a description of the last team event)
• If possible, provide a salary range for the position. According to a large Stepstone study, salary is important to 96% of candidates, and 60% want at least a rough indication already in the job posting.

Additional Information for Applicants

Here you can add anything else that might interest candidates. For example, you can explain whether your company would support relocation, or how the application process works. According to our data, the latter can increase the number of applicants by up to 25%!

Contact Information

If you're already using the Contact Person module in the JobShop, you don't need this field! Otherwise, describe how candidates can reach you.

• Provide the name, role, email address, and phone number of the contact person
• Note the time frame during which the person is reachable by phone

Here's what the filled-in fields could look like in practice:

Display in the JobShop

Keywords and Search Terms

Here you can add supplementary keywords and search terms that make the job findable via search in the JobShop.

Job Page Template

Here you select the job page template with which your job will be displayed.

Contact Person

Here you select a contact person for your job. This will later be displayed when you add the "Dynamic Contact Person" module in the editor for Custom Pages or Job Page Templates.

Application Options

Here you can choose whether you want to add your own ATS application link or use our FastApplication. All applications for this job submitted via the Fast Application will be sent to the email address entered here.

Last updated: July 2026 ✦ Language: English ✦ Audience: talentsconnect customers