How to write a vacancy people actually apply to
Two vacancies for the same role, the same money and the same office routinely collect responses an order of magnitude apart. The difference is rarely the channel and almost always the text: whether it can be found, whether it answers the three questions every candidate scans for, and whether responding to it feels safe. Here is the anatomy of a post that works, in the order candidates actually read it.
The title is a search query, not a headline
Candidates type words into a search box; your title either matches those words or does not exist. «Продавец-консультант (электроника), Чиланзар» is findable. «Требуется сотрудник в дружный коллектив» is invisible — nobody searches for a friendly team.
Formula: role as people name it + specialisation + location. Skip superlatives, skip the exclamation marks, and never put the company name where the profession should be.
State the salary. Yes, the real one
The salary line is the single strongest response lever a post has. “З/п договорная” reads as “low and negotiable downwards” — and it filters out exactly the confident candidates you want. A range is fine; a range plus the structure (fixed vs commission at target) is better, because in sales roles the advertised total and the guaranteed base are famously different things.
Not sure what the market pays? Open, sourced benchmarks by profession are at flexa.jobs/salaries — median offered figures, not wishful averages. Price at market and say so; below market, say what compensates it, because candidates will do this comparison anyway.
The three facts every candidate scans for
Before reading a single sentence of your description, a candidate looks for three things. Posts missing any of them collect questions instead of applications — or silence:
- Schedule: days, hours, shifts — «5/2, 9:00–18:00» beats «полный день»
- Location: district and landmark, not just the city — commute time is a top filter
- What the money consists of: fixed, fixed plus percentage, per shift — and when it is paid
Duties concretely, requirements honestly
Describe a normal day in 4–6 bullet points a person can visualise — «принимать товар, вести кассу, консультировать по ассортименту» — not abstractions like “ensuring sales growth”. Concreteness signals that the employer knows the job, which is itself a trust marker.
Requirements: three to five that are genuinely disqualifying, nothing else. Every non-essential requirement removes real candidates; “higher education” on a role that does not need it is the classic self-inflicted filter. If experience is trainable, write “will teach” — it widens the funnel with exactly the people mass roles run on.
Make responding feel safe and cheap
Name the company. Anonymous posts read as risky — the market has enough scam ads that candidates now filter for legitimacy signals: a named employer, a specific address, a coherent salary. One line about what the company does helps more than a paragraph about leadership in the market.
Then reply fast. Active candidates apply to several places and take the first decent conversation; a response on day three is a response to someone who already has an offer. Same-day contact is the cheapest competitive advantage in hiring.
Where the text works hardest
A structured post multiplies on a structured channel — where responses arrive as profiles you can compare, not as «интересуюсь» messages. On Flexa, one posting per month is free, applications come with contacts and profiles, and the free-channel map for extra reach is in where to post a job free. The legal steps that follow a successful post are in how to register an employee.
Frequently asked questions
Should the salary be in the job post?
Yes — it is the strongest single response lever. A range with structure (fixed vs commission) works best. For a market-grounded figure, open benchmarks by profession are at flexa.jobs/salaries.
Why does my vacancy get views but no applications?
Usually one of three gaps: the title does not match what people search, one of the three scanned facts (schedule, location, pay structure) is missing, or the post lacks legitimacy signals — company name, address, coherent salary — so responding feels risky.
How many requirements should a post have?
Three to five that genuinely disqualify. Each extra nice-to-have removes real candidates; for trainable skills, “will teach” widens the funnel exactly where mass roles need it.
How fast should I reply to applications?
Same day. Active candidates run several processes in parallel and take the first decent conversation — a day-three reply often lands after they have accepted elsewhere.
Text ready? Post it on Flexa — one vacancy per month free, responses arrive as comparable profiles with contacts.
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