How to optimise your job listing
Attract more attention for your listings by making them short, concise, and informative.
Short, concise, and informative listings tend to attract more attention; so we’ve created a guide to help you create the most effective job listing (including the character limits for each section).
Character limit checklist:
- Job title: 50
- Company name: 50
- Company benefits: 50
- Short summary: 150
- Description: 5100
- Key selling points x3 (bullets): 100 per bullet
Note - space and formatting is included in the character limit
Job title (maximum 50 characters)
Your job title should be clear and descriptive as it's the first thing potential candidates see.
Company name (maximum 50 characters)
Your company name is essential for building trust with applicants.
Company benefits (maximum 50 characters)
Highlight the perks of working for your company.
Short summary (maximum 150 characters)
This is your opportunity to provide a brief overview of the job, summarising the key aspects of the position.
Description (maximum 5100 characters)
This is where you can provide detailed information about the role and be more descriptive about responsibilities, qualifications and other relevant details.
Hot tip: Although you have a generous 5100 characters to work with, we recommend you keep the description comprehensive and clear.
Key selling points (up to 3 bullets, 100 characters each)
Capture the attention of potential candidates and highlight what makes this role unique with three key selling points.
- Competitive salary
- Flexible work hours
- Great team culture
Salary (maximum 22 characters)
If you choose to, you can put a salary range in here.
When creating your job listing, clarity and conciseness are key. A well-structured listing will attract more qualified applicants, which is why character limits are important to know. Good luck with your Trade Me Jobs posting!
If you have any more questions or need further assistance, feel free to reach out to our support team or your dedicated account manager.
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