Job Listings: Best Practice Advice for Staffing Agencies

In today’s fast-paced recruitment environment, job listings are more than just open roles, they’re your first touchpoint with potential candidates. For recruiters, especially those managing high-volume vacancies across diverse industries, creating strategic, compelling, and well-placed job listings can dramatically improve your candidate reach and quality. So how do you make sure you write your job descriptions right and list them on the right platforms?  

This guide will walk you through the ins and outs of effective job posting, from selecting the right platforms to managing candidates with confidence.

1. Selecting the Right Platforms for Maximum Exposure

Not all job boards are created equal. To ensure your job listings reach the right candidates, you need to be strategic about where you post.

Australia’s most prominent platforms include:

• Seek: Still one of the go-to places for Australian job seekers. According to the February 2025 SEEK Employment Report, job ads remain strong across healthcare, trades, and manufacturing. Seek remain a top choice for their commitment to trust and integrity. In a recent report, Seek revealed it had excluded more than 1,400 hirers deemed high-risk, closed 170 hirer accounts for fraud or suspicious activity, and removed over 1,200 job ads after manual reviews or verified complaints. For genuine recruiters, this presents a strong opportunity to stand out in a secure, high-trust environment, and gives job seekers greater confidence in applying to your vacancies.

• LinkedIn: While LinkedIn is not typically used for hiring high-volume temp roles, it remains an essential platform in the broader recruitment landscape. Ideal for building a professional network and connecting with skilled, passive candidates, LinkedIn is the world’s largest hub for professionals across diverse industries. It’s where job seekers highlight their expertise and where recruiters, especially those working across both temp and permanent placements can tap into specialised talent pools. 

• Your company website: A branded careers page not only boosts your agency’s credibility, but also gives you complete control over how your job postings are presented. It allows you to create a consistent, trusted experience for candidates, highlight your agency’s strengths, and showcase the industries and roles you specialise in.

  While third-party job boards like Seek and LinkedIn are fantastic for maximising exposure and reaching a broader pool of job seekers, your own website serves as a central hub for repeat applicants and loyal temps who already trust your brand. It also reduces reliance on paid ads for every listing, capturing organic traffic from those actively searching for jobs directly with your agency.

With the right software, you can skip the hassle of manually logging into each platform, posting jobs one by one, and juggling bulk applications across different sources. Entire OnHire’s integrated Broadbean and Seek capabilities empower recruiters to publish roles to multiple job boards directly (including your own) from a single platform, no more switching between tabs or losing track of applications. Better visibility, less admin, and a much smoother workflow.

2. Writing Job Descriptions That Attract Top Talent

Your job description is your golden opportunity to stand out - but too often, listings end up dry, vague, or overloaded with unnecessary details. When a role reads like a laundry list of demands, candidates are likely to disqualify themselves prematurely. Evidence continues to suggest that while men will generally apply to a role they are 60% qualified for, women will only put to themselves forward if they feel they match 100% of the listed "requirements". There is therefore an additional gender diversity risk in crafting an over the top job description. Instead of listing out the hard and soft skills of your dream applicant, aim for a description that's concise, engaging, and clearly distinguishes between the non-negotiables and the "nice to haves". 

To ensure your listing performs well:

• Be clear and specific: Include the job title, responsibilities, key skills, and benefits.

• Use keywords wisely: Think like your ideal candidate. Would they search “warehouse jobs in Melbourne” or “supply chain associate”? If the answer is both, make sure they're both in there.

• Avoid jargon: Recognisable industry terms are fine, but steer clear of internal lingo that outsiders won’t understand. Be wary of overusing acronyms as well!

• Highlight what sets your client apart: Is it a game-changing workforce mobile app? Pay? Lifestyle benefits? All agencies are the same, right? You'd certainly think so looking at the job listings out there. Help your ads cut through the noise by painting a clear picture of what life could look like for successful candidates.

By ensuring accuracy and relevance in your descriptions, you not only draw in more applicants, but better-suited ones making workforce management much more sustainable.

3. Step-by-Step: How to Post a Job Listing

Posting a job doesn’t have to be time-consuming. With the right tools and structure, the process is straightforward:

1. Create the job post in your recruitment platform.

2. Select the job boards you want it listed on.

3. Enter all role details, including the title, location, salary, hours, and description.

4. Review and optimise for keywords such as “job seekers,” “vacancies,” or “open roles.”

5. Publish and monitor applications.

With Entire OnHire, you can streamline this process entirely. Using Entire OnHire’s multi-board publishing tool, recruiters can:

• Post to multiple job boards simultaneously.

• Create templates for recurring job types.

• Keep applications centralised in one place.

• Avoid duplicate data entry.

This not only speeds up the listing process but improves your response time to candidates, a key differentiator in competitive talent markets.

4. Confident Candidate Management Tips for Recruiters

Job listings are only the start. Once applications roll in, candidate management becomes the name of the game.

One of the biggest challenges for recruiters is staying on top of candidate tracking, categorising applicants, marking them as shortlisted or selected, and manually creating separate files for multiple clients. Doing this across 50 roles for 50 clients can quickly become overwhelming. Not only is it time-consuming, but it also leaves more room for error and distracts the team from other critical operational tasks.

This is where Entire OnHire (EOH) steps in. With its smart applicant tracking system, recruiters can seamlessly review, shortlist, and progress candidates through every stage of the hiring process — all from a single, centralised dashboard. EOH simplifies onboarding, streamlines communication, and offers a secure cloud-based recruitment software solution that stores everything in one place, accessible anytime, anywhere.

Here are a few ways to stay ahead:

• Respond quickly: Top candidates often receive multiple offers. Timely engagement shows professionalism.

• Use screening tools: Platforms like Entire OnHire offer shortlisting based on qualifications, availability, and preferences.

• Maintain a database: Just because a candidate isn’t right for one role doesn’t mean they won’t be perfect for another.

• Communicate clearly: Keep candidates in the loop — rejection or success — to build a positive brand reputation.

Simplify Your Hiring, Maximise Your Results

Recruitment doesn’t have to be complicated. By choosing the right platforms, writing standout job descriptions, and leveraging automation, recruiters can list jobs that convert — attracting better candidates, faster.

Entire OnHire is purpose-built for recruitment agencies working in high-volume and fast-paced industries like healthcare, hospitality, warehousing, and more. From job posting to candidate management, we simplify every step so you can focus on making great placements.

Ready to streamline your job listings and get your vacancies the exposure they deserve?
 Contact Us today to learn how Entire OnHire can elevate your recruitment workflow.