Writing a Job Description: What Are the Guidelines and Rules?

With the recent changes in the review processes (of your job posting/job description) on platforms such as Indeed, Facebook, Instagram, Monsterboard, and LinkedIn, it is becoming increasingly challenging to get job postings approved. Recruiters and employers need to adapt to stricter guidelines on job boards and social media platforms to ensure that their job postings remain visible to potential candidates. In this article, we discuss some essential tips to prevent your job posting from being rejected.

Table of Contents

1. Get Rich Quick Information
2. Creating Realistic Expectations
3. Prevent Discrimination

1. Avoid "Get Rich Quick" Content

Platforms are increasingly focused on preventing misleading job postings that create unrealistic expectations. A job description with broad salary ranges can be viewed skeptically. Keep salary indications realistic and based on market data.

Example Job Description:

• Instead of: "Earn between €2500 and €4000 depending on experience."
• Use: "Salary between €2500 and €3000." or "Salary between €3000 and €4000."

• Instead of: "Earn up to €4000"
• Use: "Salary between €3000 and €4000."

> Note: The review process of Meta (Facebook & Instagram) will be activated automatically when the wage is visible within your advertisement. This can cause longer waiting times before your advertisment is visible online.

2. Creating Realistic Expectations

Avoid promising high bonuses or exceptional benefits that are not standard and be specific in your job description about the benefits offered, ensuring they match reality. This can prevent not only the rejection of the job posting but also disappointment among new employees.

Example Job Description:

• Instead of: "Apply today and start tomorrow!"
• Use: "Apply today and we will contact you within 24 hours!"
  

• Instead of: "Excellent secondary benefits."
• Use: "Secondary benefits include health insurance, pension plan, and paid vacation days."

3. Prevent Discrimination

It is essential to use inclusive language and avoid excluding specific groups in your job description. Here are some examples of categories you cannot discriminate against in the Netherlands, but often do:

• Gender
• Age
• Ethnicity and Nationality
• Religion and Belief
• Political Preferences

Example Job Description:

• Instead of: "We are looking for an ambitious team player for our young team."
• Use: "We are looking for a team player for our energetic team."

By using inclusive language and following the examples above, you can ensure that your job descriptions do not create unnecessary barriers for potential candidates and comply with anti-discrimination guidelines. This not only promotes a transparent and fair recruitment process but also increases the likelihood that your job posting will pass the review processes of job boards and social media platforms.