Define the work before publishing the vacancy
Agree the role’s purpose, outcomes, reporting line, working arrangement and decision authority. Separate requirements that are genuinely essential from skills that can be learned. Inflated requirement lists discourage relevant candidates and make consistent assessment harder.
Use a recognisable job title and describe the actual work. Avoid internal codes, promotional language and vague claims. State location, remote eligibility, contract type, application deadline and the steps candidates should expect.
Give candidates enough information to decide
Explain responsibilities, required evidence and how success will be judged. Where policy permits, provide the compensation range and material benefits. If a figure cannot be published, do not replace it with misleading phrases that imply a guaranteed level.
Describe accessibility arrangements and give candidates a route to request a reasonable adjustment. Review the application on a mobile device and remove questions that collect information the selection team does not need.
Use a consistent evidence-based process
Create assessment criteria before reviewing applications. Ask comparable questions, record job-related evidence and limit access to candidate data. Work samples should be proportionate, relevant and not used to obtain unpaid production work.
Keep candidates informed about timing and changes. A clear rejection message is better than indefinite silence, especially after an interview. Protect the reputation of the organisation by making every stage accurate and respectful.
Measure quality, not only application volume
Review which channels produce candidates who meet the published criteria, where people leave the process and whether requirements predict performance. Use the findings to improve the next vacancy rather than simply increasing distribution.
Practical checklist
The title and description match the real work.
Essential and learnable requirements are separated.
Location, work mode, contract, deadline and process are explicit.
Assessment criteria are set before applications are reviewed.
Candidate data is limited, protected and retained appropriately.
Further guidance
These independent, official resources provide additional context. Always use the current rules published by the organisation responsible for an opportunity.
CIPD: Recruitment factsheet
US EEOC: Prohibited employment practices