Publish clear job openings on a website

Describe work rather than an idealised person

Set out tasks, expected outcomes, reporting line, location or work arrangement and important constraints. Separate essential skills from those that can be learned. A prestigious title cannot replace a clear description of the work.

Have the actual hiring owner approve conditions. If pay range, contract or timeline is published, confirm it matches the current vacancy. The web careers guide helps name skill families accurately.

• Concrete work and context.
• Requirements prioritised.
• Conditions approved and current.

Make application predictable

Describe useful documents, stages, response channels and how to report difficulty. Fictional example: a role is available at two locations; applicants should identify their preference without rebuilding the entire application. Avoid accounts and fields unnecessary for the first step. On a phone, test accepted formats, errors and the confirmation actually received.

Explain rejected files, incomplete forms and duplicate applications. Avoid promising individual replies within a period the team cannot meet. The enquiry guide covers delivery and follow-up.

• Steps announced.
• Mobile submission tested.
• Errors and confirmation understandable.

Check accessibility and discovery

Use a title, URL and copy specific to each real role. Essential information should be readable on the page without a mandatory download. Form controls and attachments should remain keyboard-accessible.

If JobPosting structured data is considered, it must describe a real, visible and still-open vacancy. Do not create fictional jobs for search traffic. A team photograph shows a setting; it does not prove a work promise on its own.

Fictional exercise: a job can be performed entirely remotely, but only from France. For Google’s JobPosting use, jobLocationType=TELECOMMUTE describes 100% remote work; applicantLocationRequirements specifies eligible locations, for example a Country named France. The visible description must state both conditions. Occasional days at home or a negotiable benefit do not automatically qualify a job as TELECOMMUTE.

Separate original posting date datePosted from expiration date validThrough when a deadline exists. A closed vacancy must leave the normal application journey. Google provides options including a past validThrough, removing JobPosting markup or removing the page with a 404 or 410 response; choose an approach consistent with any visible archive. A career guide or recruitment article does not by itself describe an open vacancy. The table is a partial exercise, not complete markup.

• Role-specific page.
• Essential content in HTML.
• Markup limited to real vacancies.

Scroll the table horizontally to read every column. With a keyboard, focus the table area and use the arrow keys.

Close or amend correctly

Assign an owner and review date to the vacancy. Fictional example: recruitment closes at one location but continues at another; update scope, forms and lists without incorrectly announcing full closure. Check shared links, translations and any structured data. An archive must explain its status and must not retain an active application process with an unexplained purpose.

An old vacancy is useful as an archive only if marked closed and no longer collecting applications. If removed, choose a relevant destination rather than a generic redirect. The broken-links guide helps decide.

• Vacancy status current.
• Form closed at the right time.
• Copies and translations checked.