Executive Summary
A well-crafted job description (JD) is critical to the success of your hiring process in PyjamaHR. Not only does it determine whether your job gets published across job boards like LinkedIn, Monster, and ZipRecruiter, but it also directly impacts the quality and quantity of applicants you receive. This article details the minimum requirements for job descriptions in PyjamaHR, common mistakes to avoid, and actionable best practices—so your jobs are published everywhere, attract the right candidates, and don’t get flagged or removed by job boards.
Detailed Overview
Why Job Description Quality Matters in PyjamaHR
Job Board Compliance: Major job boards (LinkedIn, Monster, ZipRecruiter, Google Jobs, etc.) review your JD for quality and completeness. Incomplete or low-quality JDs are often rejected or removed—sometimes without clear notification.
Candidate Attraction: The JD is your first impression. Vague, incomplete, or generic postings result in low applicant volume and poor fit.
Platform Functionality: PyjamaHR enforces certain minimums (e.g., word count) and recommends best practices to maximize reach and avoid technical issues.
Key Business Impact:
A poor JD can result in your job being unpublished, flagged, or simply ignored by candidates—leading to wasted time, lost hiring opportunities, and frustration.
Step-by-Step Guide: Creating a Compliant, High-Performing Job Description in PyjamaHR
1. Meet the Minimum Requirements
PyjamaHR and job boards require:
Word Count: Minimum 100 words (PyjamaHR will block publishing if under this limit)
Tip: If you get an error like “Must be 100 words or more,” double-check your word count and avoid hidden formatting issues.
Job Title: Clear, specific, and matches the experience level and responsibilities
Company Information: Brief description of your company (mission, culture, what you do)
Location: Use “City, Country” format (e.g., “London, United Kingdom”)—required for LinkedIn and others
Do not use only the country or vague terms like “Remote” without clarification
Roles & Responsibilities: List key duties and expectations
Required Qualifications: Education, certifications, experience, and skills
Salary Range: Strongly recommended; jobs with visible, competitive salary ranges get more applicants and are less likely to be flagged
Perks & Benefits: Highlight what makes your offer attractive (healthcare, remote work, growth opportunities, etc.)
2. Write a Clear, Structured JD
Use headings: “About the Company”, “Role Overview”, “Key Responsibilities”, “Requirements”, “Perks & Benefits”
Use bullet points for responsibilities and requirements
Avoid jargon, abbreviations, or internal-only terms
3. Optimize for Job Board Algorithms
Include relevant keywords and skills (as candidates search by these terms)
Avoid including email addresses or contact info in the JD body (LinkedIn and others may flag or remove such posts)
Do not copy-paste from other sources without editing—duplicate content can be flagged
4. Publish and Monitor
After publishing, check the “Publish” section (three dots on the job card) to see where your job is live
If your job is not appearing on a board (e.g., LinkedIn), review the JD for missing sections or low quality
Advanced Usage & Best Practices
Power User Tips
Salary Transparency: Always display a salary range. Hiding salary or listing below-market rates drastically reduces applicant volume and may get your job deprioritized or removed.
Location Precision: For in-office roles, always specify “City, Country.” For remote/hybrid, clarify the policy and expectations.
Company Branding: Add a short, compelling “About Us” section. Jobs with company info attract more and better applicants.
Screening Questions: Add screening questions to filter out unqualified candidates and improve applicant quality.
Use AI Tools: PyjamaHR offers an AI JD generator—use it to create or refine your JD if you’re unsure where to start.
Do’s and Don’ts
Do:
- Research market salary for your role and location
- List both must-have and nice-to-have skills
- Update and republish jobs if you’re not getting traction
Don’t:
- Post jobs with only a title and a few lines (“We are hiring for X, apply now!”)
- Leave out company info, location, or salary
- Copy-paste JDs from unrelated roles or companies
- Hide salary or post unrealistic compensation
Troubleshooting & Common Issues
Common Error Messages & Solutions
“Must be 100 words or more” error:
Double-check your word count. Remove hidden formatting or extra spaces.
If your JD is over 100 words and still blocked, try pasting it into a plain text editor and then back into PyjamaHR.
Job not published on LinkedIn/other boards:
Check for missing sections (company info, location, salary, responsibilities)
Ensure no email addresses or contact info in the JD body
Review for “low quality” or “too generic” content
Job removed after publishing:
Job boards may remove jobs post-publication if they fail quality checks. Edit and republish with more detail.
Low or no applicants:
Review JD for clarity, completeness, and market-competitive salary
Add perks, benefits, and screening questions
Consider location specificity and job title accuracy
Salary not visible or too low:
Update to match market rates and make it visible; hiding or underpaying drastically reduces reach
Comprehensive FAQ
Q1: What are the absolute minimum requirements for a JD in PyjamaHR?
A: At least 100 words, clear job title, company info, location (“City, Country”), responsibilities, requirements, and (ideally) salary.
Q2: Why isn’t my job showing up on LinkedIn or other boards?
A: Most often, the JD is missing required sections, is too short, or is too generic. Also, including email addresses or failing to specify location can cause jobs to be flagged.
Q3: Can I post a job without a salary?
A: Technically yes, but it’s strongly discouraged. Jobs without salary info get fewer applicants and may be deprioritized or removed by job boards.
Q4: How do I make my job stand out?
A: Add a compelling company description, highlight perks/benefits, use clear and specific responsibilities, and ensure salary is competitive and visible.
Q5: What happens if I copy-paste a JD from another source?
A: Duplicate or generic content can be flagged by job boards. Always customize your JD for your company and role.
Q6: Why am I getting irrelevant or unqualified applicants?
A: Your JD may be too broad or missing specific requirements. Add clear must-have skills and use screening questions.
Q7: Can I include an email address in the JD?
A: No. Including contact info in the JD body is not allowed by LinkedIn and other boards and will get your job flagged or removed.
Q8: My job says “published” in PyjamaHR but I can’t find it on job boards. Why?
A: The job may have been removed by the board for low quality or missing info. Edit and republish with more detail.
Q9: How long does it take for jobs to appear on job boards?
A: Usually within 24-48 hours, but only if the JD passes all quality checks.
Q10: What if my job is for a niche location or role?
A: Be extra detailed about the location, perks, and requirements. Consider mentioning nearby cities or relocation support if applicable.
Related Features & Next Steps
Screening Questions: Use to filter applicants based on must-have criteria.
AI JD Generator: Quickly create or improve job descriptions.
Job Boost: (When available) Promote your job to additional boards for more reach.
Salary Benchmarking: Research market rates before posting.
Company Branding: Update your company profile for better candidate attraction.
Recommended Reading:
- How to Use Screening Questions in PyjamaHR
- AI Job Description Generator Guide
- Optimizing Job Visibility Across Job Boards
Summary Table: Minimum JD Requirements Checklist
Section | Required? | Best Practice |
Job Title | Yes | Clear, specific, matches role |
Company Info | Yes | 2-3 sentences about your company |
Location (City, Country) | Yes | “London, United Kingdom” format |
Responsibilities | Yes | Bullet points, clear duties |
Requirements | Yes | Skills, experience, education |
Salary Range | Strongly | Visible, market-competitive |
Perks & Benefits | Strongly | List unique selling points |
Screening Questions | Optional | Use for better applicant quality |
Final Tips
Always review your JD before publishing. Use the checklist above.
If in doubt, use the AI JD generator or refer to LinkedIn’s quality job post guidelines.
If your job is not getting traction, update and republish with more detail.
Contact PyjamaHR support if you continue to face issues after following these steps.
By following these requirements and best practices, you’ll maximize your job’s visibility, attract more qualified candidates, and avoid common pitfalls that lead to job board rejections or poor applicant flow.