10 Key Features to Include in Your Job Postings

Hiring in 2021 has proven to be significantly harder and different than it has been in years past. Part of the challenge, however, is creating a captivating and successful job posting. If done correctly, the job posting not only can sell an applicant on the position, but on the agency as a whole.

Here are our top 10 features that should be included in your next job posting:

Job Security

2020 was an intense year for layoffs, causing a lot of staff and employees to become more concerned about their job security. Make sure you are telling applicants that you are government funded and offer better job security than many alternatives.

“ABC Provider is funded by the state. We offer very stable employment opportunities with 40 hours a week”

Base Pay Plus

If overtime or holiday pay is available at your agency, highlight this! Many employees are focused on the weekly take-home pay, so give them an idea of what they could make in overtime. Extra holiday pay is something agencies offer, that a lot of other establishments can’t. Highlighting this will help you stand out from the big box stores in your area.

“A DSP on average earns $120.00 a week extra in overtime after 6 months.”

“All hours worked on any one of the 10 holidays is paid at time-and-a-half.”

Pay Differentials

If any positions are eligible for a higher shift or service differential, make this clear.

“Certain shifts are paid at a $4.00 hour higher rate.”


Include an annual valuation of your benefit package with the hourly rate / salary. Agencies are able to offer really good benefits, giving them a competitive edge over other companies.

“Plus an annual benefit package worth on average $2,500 a year after 6 months.”

Paid Training

Applicants can be worried about jumping into a new position that they haven’t tried before. Make sure they know that training will be available for applicants. Let them know they will be supported at your agency.

Non-Taxable Expense Reimbursement

If the position offers mileage reimbursement, BYOD compensation for a mobile phone or other non-taxable payments, include these. Many other companies don’t offer this and it is a great benefit for employees!

“$10.00 nontaxable reimbursement paid per month for using your smart phone for work.”


Let applicants know what equipment will be provided: smart phone, tablet, laptop, vehicle, etc. Some companies require applicants to provide their own equipment, so providing the tools they need will help you pull in more applicants.

Work From Home

If the position can be partially or fully “work from home”, use this. For prospective employees with children, this can be huge. Plus savings on commute time and costs can be a big factor.

“There is a 40% work from home option after 3 months (2 days a week).”

Phone Friendly

Modern employers are communicating through text, the best medium for reaching today’s new hire, especially millennials. Create a standard applicant-friendly text library to re-use with all initial applicants. Asking today’s new hire to download a paper form to fill-in and email it back is a big turn off. Make sure your application process is 100% mobile friendly.

Use Appropriate Language

Some of your applicants may have never worked for an agency before, so remove any jargon that applicants may not understand such as “QIDP” , “IP”, “DSS” or “community inclusion”. Keep it simple! Also, try substituting “You” and “Your” where feasible for your agency’s name, “Our” or “We”. Talk about the applicant, not yourself.

3 Tips to Boost Hiring

Recruitment is a complex process, but essentially it is a competitive marketing process – if agencies want to convert candidates into hires, they need to look at the process the same way marketers look to convert leads to sales. Agencies need to ensure that their recruitment funnel is solid.

You can’t win if you don’t compete!

#1 Post on multiple job boards. If your company is only posting on one job board like Indeed, you are probably not reaching all the available applicants. Post on Indeed, Facebook and any free local job boards. Use an ATS (Applicant Tracking System) that supports posting to unlimited job boards with one click.

#2 Make sure applicants can apply directly from their smart phone. Don’t suggest candidates fax their resume. No one knows what a fax is today, never mind has access to one. Printing and uploading paper job applications will also lose applicants.


Asking today’s new hire to download a paper form to fill-in and email it back is a big turn off. It’s too hard. The candidate needs to be able to apply within your talent management application.

#3 Communicate by text. Modern employers are communicating through text, the best medium for reaching today’s new hire, especially millennials. This will work much better early in the recruitment process. Don’t be afraid to over-communicate. Your ATS should allow you to text directly from within the application.

Reduced Employment Opportunities

The Wall Street Journal reported Friday, July 16th that although job openings are at a record high, the impression that all employers are hiring like never before may be misleading. Many businesses that laid off workers during the pandemic are already predicting they will need fewer employees in the future.

As with past economic shocks, many large or sophisticated employers have taken the opportunity to invest in automation or implement system changes to reduce dependency on labor.

“In industries from hotels to aerospace to restaurants, business have reviewed their operations and discovered ways to save on labor costs for the long term” – this applies to low-wage sectors.

  • Marriott plans to limit housekeeping and reconfigure food and beverage operations. Marriott also reduced management staff by 30% in 2020 in food and beverage departments and plans on the changes being permanent
  • Hilton is adopting “a flexible housekeeping policy” with daily service only available on request
  • Unite Here, a union that represents hotel workers reporting that the end of daily cleaning could result in 180,000 job losses
  • Dave & Busters has installed tablets for customers to order food and drink, allowing managers to schedule fewer servers
  • Applebee’s is using tablets to let customers pay without a waiter

The Worker Shortage Explained

Over 4-8 million fewer people are currently in the US labor force than before the pandemic, depending upon how they are counted. Why?

  • Fear of Covid-19, sickness (the USA still averages over 14,000 positive cases a day); if 14,000 people quarantine for 14 days, that removes nearly 200,000 from the available workforce even if they don’t get really sick
  • Lack of childcare and open schools
  • Previous employer has offered to rehire soon
  • Few job openings in their area
  • Extended jobless benefits

The situation is the same in the United Kingdom where vaccination rates exceed the USA. Employers report a shortage of workers as every business tries to re-open at the same time and potential employees in the EU are prohibited from travelling by continuing Covid-19 restrictions and Brexit.

According to a Census Household Pulse survey taken in late March, 6.3 million people reported that they were not working because they needed to care for a child not in a school or day care. Another 2.1 million were caring for an older person. An additional 4.1 million Americans said they were not working because of concerns about getting or spreading Covid-19.

The labor shortage should ease later in 2021, but the process may take months as:

  • Vaccination rates continue to rise
  • Schools fully re-open
  • Federal unemployment bonus expires in September

In addition, employers may not be seeing applicants due to weak job postings.

It is very important that employers update their job postings and hiring practices to be competitive in this new labor market.

For a more in-depth look into hiring, download the eBook: Recruiting and Hiring Best Practices for Agencies

To discuss hiring, onboarding and training, email agencysuccessteam@mitcsoftware.com.