Job Posting Guidelines

To get the maximum ROI for your job postings & Google listings, please ensure that you job description is a minimum 300 words. 

It accurately describes ‘what the candidate needs to do to be successful in the role”

Includes the following requirements:

1. Job Location
2. Comp & Ben

The above is required to qualify for the job postings. 

✗ “Internship (Marketing, Finance, Engineering, HR)”
✓ “Internship – Marketing”

Job titles mean everything and this is the first piece of information job seekers read. Job titles need to be specific to build a specific talent pipeline but also to avoid confusion with candidates and most importantly our SEO (Search Engine Optimization) on Google & Bing. Since each job posting is optimized to be searchable on both social media platforms, we only permit specific job titles for each job. 

✗ “We are looking to hire a Marketing Assistant. Please send your resume at ABC@company.com”
✓ “We are looking for a Marketing Assistant who’ll support our advertising campaigns and track web analytics. Your main job duties include A, B, C. To be successful in this role, you should be familiar with [Google Adwords and CRM software.] Our employees include benefits, including X, Y, Z.”

Unlike some other platforms, we don’t have a minimum character limit, make sure you provide candidates with enough details about the position and your company. By setting expectations early on, you’ll attract qualified candidates who are interested in the role.

This is your opportunity to ‘sell’ the role. 

✗ “Looking to hire 10 Salespeople”
✓ “Looking to hire a Sales Representative”

Job titles must be accurate and only promote one job per job ad.

Add all the qualified applicants to your recruiting pipeline—and hire as many as you need. There’s no limit to the number of hires you can make from a single job advertisement.

When it makes sense, publish different job ads, tweaking the job titles and descriptions. For example, instead of advertising jobs for “Senior Sales Professionals”, create separate job posts for a “Sales Account Executive” and a “Regional Sales Manager”.

✗ “Looking to hire an Admin Manager in Dubai or Abu Dhabi”
✓ “Looking to hire an Admin Manager in Dubai”

As our research has shown, job location is a key factor for most UAE Nationals when making career choices. To avoid confusion, be specific or you risk seeing your job ad get rejected.

• Mention whether the position refers to your headquarters or one of your branches
• Clarify if it’s a remote job
• Create different job postings per region when you want to hire employees in various locations

✗ “See our job openings” or “Hiring now”
✓ “Senior Account Manager (UAE Nationals Only)”

Candidates search for job opportunities using specific keywords and job titles. In addition, JobForNationals platform makes recommendations to candidates based on their criteria. That’s why job seekers are less likely to click – or even come across – generic job postings.

• Create different job ads for different roles, so that job seekers see the one closer to their skills and interests
• If you’re hosting a job fair or open house event, please contact your account manager for best practices on how we can boost your campaign

✗ “We are looking for a Rockstar Socializer”
✓ “We are looking for a Events Manager (UAE Nationals Only)”

Realistic, descriptive job titles are more effective, as they’re easily searchable by candidates. When writing your job ads, think of what the role entails and capture this in the title. Here are a few basic job posting guidelines to keep in mind:

• “Manager” and “Director” indicate the employee will lead a team
• It’s best to include the department in the job title, like “Marketing assistant” or “Sales representative”
• Buzzwords, like “unicorn”, “guru” and “ninja” can turn candidates off

As part of UAE’s drive to promote gender diversity and women in the workforce, use our gender diversity option to state exactly what gender would fit the role best.

This was one of the top criteria listed by UAE Nationals during our research. Therefore to run a successful recruitment campaign have a realistic salary range mentioned for every job to be able to attract the right level of talent.

If you are a registered Employer, you will have access to the following FREE Resources from your dashboard:

1. FREE Job Descriptions
2. FREE Job Interview Questions 

Email or URL linking in the job description is not permitted and will be removed