Job Posting Best Practices: How to Write Job Ads That Convert

Have you ever spent hours crafting a job ad, only to end up with just two or three applications? Or maybe you followed the stated job posting best practices, and you got many applications, but none of them actually matched the required level?

If you are facing any of these challenges, now is the time to pause and think: why don’t we get the talent we need? And how can we post a job ad that actually converts while respecting our time and budget?

Let’s try to find that balance...

How to Write Job Ads That Convert

1. Show your true identity

When it comes to writing a job ad, some companies just copy and paste a ready-to-use template; but that method comes with a price. It hurts your credibility. That’s why you need to highlight your top values and needs when posting a job.

Take startups, for example. If they require someone with multiple skills who can cope well in chaos, then the fast-learning culture should spill over into their writing tone and design. The same goes if you are a large company; you should focus on job stability and highlight the work hierarchy in your ads.

2. Include easy-to-follow elements

Be sure to include these elements in your next job ad:

• Clear title: Write the job title and put it upfront, then attract applicants with a competitive advantage, such as “Digital Marketing Expert | Fully Remote Work." 
• The first three lines: Summarize here the professional value the candidate will get.
• Job tasks: It is usually enough to mention just 5 key responsibilities. 
• Application requirements: Differentiate between non-negotiable requirements and additional skills that simply give an advantage. Because this allows applicants to evaluate their skills. And it makes it much easier for you to score candidates once you have that clear separation.

3. Set clear expectations 

To connect instantly with candidates, employers need to set transparent expectations in the job ad, writing something like: 

“We expect you to edit 3 to 5 videos per week using the latest version of Adobe Premiere, with the ability to add Arabic (Saudi dialect) and English subtitles and adjust color and audio while meeting deadlines." 

Part of setting the expectations is mentioning the opportunities you offer, both short- and long-term, such as intensive training courses or career paths. You could write in your job ad, for instance: "During the first 90 days, the employee will receive an intensive orientation program as well as an annual budget for learning and professional development."

It’s worth noting that the more candidates can visualize their workday, the more likely they are to apply for the job, and it also lowers employee turnover. So how can you present this in an effective way? 

Let’s examine some innovative techniques that can be used in Saudi Arabia.

Realistic Job Preview (RJP) Programs

A prime example of this approach comes from OCCK, a US-based organization that skipped the standard text and had their actual employees film short videos talking about their typical workdays. Then the company shared these videos with the prospective candidates who showed interest in the role.

Virtual Simulation Experiences 

In a more sophisticated approach than videos, Shaker Consulting took Starbucks' virtual experience to a deeper level of engagement by developing a virtual work experience that allows applicants to live through situations and scenarios very close to reality.

The beauty of this experience is that it handles two things at once, as it shows candidates what the job really entails while tracking their hands-on performance during the simulation.

Note that some companies rely on written simulation tests to achieve the same goal, such as the simulation scenarios used by Amazon (although I find them less engaging than virtual simulations!).

Self-Assessment Questionnaires

The requirements of these questionnaires are fewer than the other methods. All you need is a set of work-related questions. And at the end of the questionnaire, applicants receive a guidance indicator that clarifies the suitability of the job for them without direct intervention from the recruitment team. 

That’s why it may be highly effective in the Saudi market because it makes the candidate a partner in decision-making and increases transparency. 

Now, let's move on to the final recommendation for improving your job postings...

4. Keep it simple, always

To write a job ad that is easy to read and highly engaging, this is the goal.  If a word doesn’t serve that purpose, cut it out; your ad will be much better for it.

And here are some elements that help you to achieve this: 

• Skip the lengthy paragraphs. 
• Lead with the information candidates care about most, like location and salary or benefits if possible. Follow that with the actual responsibilities, and then the requirements.
• If a candidate has to reread a sentence multiple times just to get what you mean, it’s time to rephrase it.

Language Guidelines

• Stick to industry-standard job titles: If you are hiring a "content writer," don't call them a "words ninja." The job title is the number one factor that affects how your ad ranks on search engines and job boards.
• Be realistic: It’s always better to be straightforward about things. Something like, ‘You’ll be leading a 6-member team and responsible for our monthly sales targets' is far more effective than corporate jargon like 'We are seeking out someone who can make a qualitative difference.'
• Ditch internal abbreviations: don’t use jargon or acronyms that are only understandable to your company’s teams. Before hitting publish, read it over and ask, "Do the candidates know exactly what they'll be doing?"

Now, let us look at this quick checklist that can be used when posting a job.

Your Ultimate Job Ad Checklist

Before you hit publish, run through these questions. More 'yes' answers means a much stronger job ad.

Before you get started

• Do you have a very clear vision of the perfect candidate for the position?
• Have you separated the absolute non-negotiables from the skills a new hire can easily learn on the job?
• Which traits will benefit most from your company’s unique culture?

Job Title

• Have you used a job title that people will recognize?
• Did you emphasize all the most significant benefits (salary, remote work opportunities, etc.) at the beginning?

The Job Description

• Do you give a description of what a usual working day entails?
• Does your ad describe why this job deserves their attention right in the first couple of sentences?

What's in it for them?

• Have you stressed the importance of things such as health insurance and training programs?
• Did you talk about the promotion opportunities and professional certificates?

Ad’s Personality

• Does the job ad truly reflect the authentic voice of your brand?
• Did you use an example from real life (like a quote or short video that shows your work environment)?

Readability

• Are bullet points adequately used?
• Did you remove any company jargons or abbreviations?

Application Information

• Have you clearly defined the location and contract type?
• Do you explain how and when to apply?

Before publishing the ad

• Is the job ad mobile-friendly?
• What would be the metrics for measuring its performance?

Now, let’s dive into...

The best platforms for job posting in Saudi Arabia

Jadarat

Jadarat is Saudi Arabia’s National Unified Employment Platform, built fundamentally to connect active job seekers with the right career opportunities.

In fact, GASTAT data from Q2 2025 highlights that over half of all job seekers (56.3%) in Saudi Arabia relied on Jadarat to find work. And this number is likely to grow even more, driven by constant upgrades and the platform's growing popularity.

Bayt.com

It’s one of the major job boards throughout the Middle East. It lets job seekers create and edit their profiles and even state their expected salary. At the same time, it allows employers to post vacancies and filter candidates in an effective way.

Other Platforms

The Saudi recruitment market is flourishing with various niche options such as Tanqeeb, Mihnati, Shiftat, and many others.

It’s a good idea to test a few different options early on to see which platforms actually perform best for you.

And now let’s talk about... 

Measuring Job Ad Performance 

Now, when asked to assess the effectiveness of a job ad, the very first thought that crosses your mind will probably be the sheer volume of applicants. Actually, however, the real criterion for measuring performance is your capacity to recruit the best quality candidates in the most effective and efficient way possible.

This is why after posting any job, you should measure the following KPIs and analyze their interdependence to see a complete picture of your results:

• Ad Impressions (Views): Are you able to reach a wide enough audience with your job post?
• Click-Through Rate (CTR): High views but low clicks mean that something is wrong either with the title or opening lines of your job ad.
• Applications Received: Does the ad drive a sufficient number of candidates to click "Apply"?
• Candidate Qualification Rate: What percentage of candidates applying are qualified enough for your requirements?
• Conversion Funnel: How many applicants proceed to the interview stage and offer letter and finally become employees?
• Time-to-Hire: How many days passed between the moment you posted an advertisement for a position until you successfully hired your best candidate?
• Cost-per-Hire: How big was the budget you needed to find each qualified candidate?
• ROI of Job Board: What particular job board delivered you the best candidates?

Once you collect all this information, start comparing the job boards one to another.

Note that these practices become even more powerful when you connect your job posting process with an applicant tracking system (ATS). It handles the heavy lifting for you, from tracking all the KPIs we just covered to managing applications and making it effortless to parse through resumes.