Write job descriptions that strengthen your matches

Highlight the details that matter most

High-quality matches start with how you describe the work. A clear, specific job description helps jobseekers quickly understand what the role involves and self-assess their fit before they apply, which can reduce the number of unqualified applicants. Indeed’s matching technology also uses details in your job description to surface candidates whose CVs could be a strong match, so you can quickly review and invite your top picks to apply.

Starting with a strong, well-structured job description can help attract more quality applicants. Focus on the information jobseekers are most interested in, such as job type (for example, full-time, part-time or contract), shift information, key qualifications and benefits or perks. The more precisely you describe what success looks like for you, the more useful that signal becomes for matching you with suitable candidates.

Example: A structured job post with title, category, key job details and application questions creates clearer signals for matching.

Earn candidate trust with transparent pay and role details

You’ll be prompted to add compensation information when you post your job on Indeed. Many jobseekers have options, high-quality candidates may skip over roles if they’re unsure whether the pay and conditions align with their expectations.

Clear salary or compensation information, along with schedule, location and key benefits, not only builds trust, but it also helps you stand out to candidates who are genuinely interested and aligned with your offer.

When you post your job, Indeed will estimate a likely pay range based on third-party submissions to Indeed, and you can adjust it if needed. Indeed may also offer smart compensation recommendations to help you attract more applicants, based on an analysis of similar jobs in your location over the last 12 months.

Turn must-have criteria into filters with screener questions

Focus on what predicts success

Screener questions help you translate your must-have criteria into structured signals that can be used to narrow your applicant pool. Asking about required licences, certifications, years of experience or other non-negotiables makes it easier to spot candidates who meet your baseline requirements and filter out those who do not.

You might use screener questions to confirm:

• Required licences or certifications
• Minimum years of experience
• Schedule or shift availability

This lets you spend more time with the applicants who are most likely to be a good fit and less time sorting through CVs that miss the mark.

We recommend adding three to five screener questions to help you filter applicants. You can choose from Indeed’s pre-made screener questions or create your own to reflect what matters most in the role. Ask the questions that will help you decide whether a candidate is a strong potential hire and whether the opportunity is likely to be a good fit for them as well.

Use ratings and feedback to improve future matches

Use simple yes / maybe / no ratings

Indeed’s matching engine learns from how you rate candidates and uses that feedback to surface more people like the ones you’ve liked. When you mark matched candidates as yes, no or maybe, you’re helping Indeed understand who you consider qualified and who you do not.

You can also provide feedback through post-interview surveys, which further refines your matches over time. Together, these signals help Indeed tailor recommendations to your preferences so you spend more time with strong fits and less time on candidates who are not right for the role.

Example: Rating candidates as yes, maybe or no alongside their skills, experience and credentials helps Indeed learn who you consider a strong match.

Standardise your job posts to improve matching quality

The more consistent your job posts are across titles, structure and channels, the easier it is for both people and matching systems to recognise what you’re hiring for. Using similar titles, section headings and language across your jobs helps candidates quickly understand the role and makes it clearer to Indeed what each position requires.

Aim for a simple, repeatable structure: a short summary of the role, a focused list of key responsibilities and a clear breakdown of required versus preferred qualifications. Reuse that structure wherever you post—on your career site, in your ATS and on Indeed—so the same quality signals show up in every place candidates and matching tools encounter your jobs. Over time, this consistency supports more reliable matching and makes it easier to compare performance across roles.

Putting it all together

Finding quality candidates starts with a clear, detailed job post and continues as you teach Indeed what a strong match looks like for your roles. By writing well-structured descriptions with pay and key requirements, turning must-haves into screener questions and consistently rating candidates, you give Indeed’s matching technology the information it needs to understand your definition of “quality.”

Over time, that makes it easier for Indeed to surface better-aligned jobseekers and helps you connect more quickly with the people you want to hire.

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