Creating a Job: A Practical Guide

A clear and complete job posting helps candidates understand the opportunity, improves consistency across job feeds, and gives your hiring team better information to work with.

This guide walks through the recommended process for creating a job in Kraken Careers. It follows the current order of the job fields and incorporates the checks used by the Job Quality Grader.

To begin, go to:

Careers → Add New

1. Enter a Clear Job Name

Enter the public job name at the top of the job editor.

Use a real, commonly recognized title, such as:

  • Web Developer
  • Account Manager
  • Administrative Assistant
  • Marketing Coordinator

Avoid adding promotional language such as:

  • Urgent
  • Hiring Now
  • Apply Now
  • Immediate Start
  • Limited Time

Do not include pay information or unnecessary symbols in the title.

The title should describe the actual role. Use the same title naturally in the Description so the written content clearly supports the position being advertised.

2. Set the Job Status and Dates

Open the Job Status section and choose the appropriate Current Status.

When preparing a new job, use:

  • Draft when the posting is not ready
  • Open when it should be visible and accepting applications
  • Scheduled when it should become visible later

Other statuses include:

  • Closed: The job remains visible, but applications stop.
  • Expired: The job is no longer displayed.
  • Filled: The position has been filled.
  • Paused: The job is temporarily hidden.
  • Archived: The job is hidden and its display dates are disabled.

Set the display date

Enter Date/Time Job Displays.

This determines when the job becomes visible and begins accepting applications.

The Job Quality Grader identifies a missing or invalid display date as an important issue.

Set the closing date

Enter Date/Time Job Closes.

This determines when the application form is removed. The job may remain visible after applications close.

The closing date must not be earlier than the display date.

Set the expiry date

Enter Date/Time Job Expires.

This determines when the entire job is removed from public display.

The expiry date should be on or after the closing date. If the expiry date is already in the past, the job should not remain Open.

An expiry date is recommended whenever the posting has a known end date.

Decide whether to feature the job

Enable Make This Job Posting Featured? when the position requires additional visibility.

Featured jobs appear before non-featured jobs, but the feature does not override the job’s status or dates.

3. Review the Job Identifiers

Job ID

Kraken Careers assigns the Job ID automatically.

This field is read-only and does not need to be changed.

Requisition ID

Keep the automatically generated Requisition ID or replace it with the identifier used by your organization.

Use a unique Requisition ID for each position.

4. Categorize the Position

Select Categories

Choose one or more categories that accurately describe the job.

Categories help with:

  • Public filtering
  • Internal organization
  • Reporting
  • Job feeds

Avoid selecting unrelated categories simply to increase visibility.

Select Job Tags

Choose optional Job Tags that highlight useful characteristics of the position.

Tags can be used for information such as:

  • Entry level
  • Flexible schedule
  • Management
  • Immediate start
  • Urgent hiring

Tags appear above the public job listing, so keep them short and relevant.

Select the employment Type

Choose one or more employment types:

  • Full-time
  • Part-time
  • Contract
  • Temporary
  • Volunteer
  • Internship
  • Other

The selected type must agree with the Description and weekly hours.

For example:

  • A Full-time job should not normally show fewer than 30 maximum hours per week.
  • A Part-time-only job should not normally show 35 or more minimum hours per week.

If the Description calls the position full-time, part-time, temporary, or contract, make sure the matching Type is selected.

5. Write the Description

The Description is the candidate’s introduction to the position and one of the most important parts of the posting.

Write at least 300 words using clear, engaging, and practical language.

The Description should:

  • Use the exact job title in the first sentence.
  • Identify the job location or explain the remote-work arrangement.
  • Focus on keywords directly related to the position.
  • Explain the purpose of the role.
  • Describe the team or work environment.
  • Mention the company naturally.
  • Mention the wage or salary.
  • Mention the required education.
  • Identify the employment type, such as Full-time, Part-time, Contract, or Temporary.
  • Highlight growth, training, benefits, or other motivating details.
  • Explain any unique aspects of the role or company.

Avoid:

  • Clichés such as “Rock Star” or “Ninja”
  • Keyword stuffing
  • Long and difficult sentences
  • Large blocks of text
  • Excessive capitalization
  • Repeated punctuation
  • Repeating content from other sections
  • Information that conflicts with the structured job fields

Make sure the Description agrees with the selected:

  • Company Profile
  • Location
  • Remote Work option
  • Employment Type
  • Wage and Wage Type
  • Weekly hours
  • Education requirements

Use short paragraphs and plain language so candidates can scan the posting easily.

6. Add Specific Duties

Use the Duties section to describe the position’s day-to-day responsibilities.

The Duties section should not be empty. The grader treats missing duties as a major issue and may flag a section containing fewer than approximately 30 words as too thin.

Use bullet points and begin each duty with an action verb.

For example:

  • Respond to customer questions by phone and email.
  • Prepare weekly performance reports.
  • Coordinate project schedules with internal teams.
  • Maintain accurate client records.

Focus on specific responsibilities rather than vague statements such as “help the team” or “perform other duties.”

Avoid repeating information already explained in the Description.

7. Define the Qualifications

Use the Qualifications section to list the skills, certifications, and experience required for the role.

This information helps candidates assess whether they are eligible before applying.

Follow these best practices:

  • Use bullet points for readability and easy scanning.
  • Separate Required Qualifications from Preferred Qualifications.
  • Include relevant keywords for skills and certifications.
  • Use industry-recognized terms that align with common job searches.
  • Specify the required years or type of experience.
  • Avoid vague phrases such as “experience in a similar role.”
  • Include required licences, certifications, technical skills, and professional knowledge.

For example:

Required Qualifications

  • Three or more years of customer-service experience
  • Valid Class 5 driver’s licence
  • Experience using customer relationship management software
  • Strong written and verbal communication skills

Preferred Qualifications

  • Experience working in the technology industry
  • Professional customer-service certification
  • Previous experience training junior employees

The Qualifications section is required. The Job Quality Grader may flag it as too thin when it contains fewer than approximately 30 words. Include specific, useful requirements rather than adding filler solely to increase the word count.

8. Explain the Education Requirements

Use the Education field to explain the required education, training, or certification.

Select the closest Level of Education:

  • None
  • High School
  • Associate Degree
  • Bachelor Degree
  • Professional Certificate
  • Postgraduate Degree

The written Education content and selected level should agree.

If no formal education is required:

  • Select None
  • State that no specific education is required, or explain that equivalent experience is accepted

The grader may flag the posting when both the written Education field and education level are unclear.

9. Add Useful Additional Information

Use Additional Information for relevant details that do not belong in the Description, Duties, Qualifications, or Education sections.

This may include:

  • Workplace culture
  • Training
  • Professional development
  • Travel requirements
  • Schedule expectations
  • Hiring-process information
  • Accessibility information
  • Instructions candidates should know before applying

Do not duplicate paragraphs from other sections. The grader checks the posting for repeated content.

10. Enter Experience and Position Dates

Years of Experience Required

Enter the number of years of experience required.

Enter 0 when no previous experience is required. Do not leave the field empty when the role is genuinely entry level.

The selected number should agree with the Qualifications.

Position Starts

Enter the expected employment start date.

This is the date the successful candidate is expected to begin work. It is separate from Date/Time Job Displays.

Position Ends

Enter an end date for:

  • Contract roles
  • Temporary positions
  • Seasonal work
  • Fixed-term employment

Leave the field empty for a permanent position with no planned end date.

11. Select the Benefits

Select the Benefits record that applies to the position.

If a suitable record does not exist:

  1. Select Add New.
  2. Enter a name for the benefits record.
  3. Complete the benefit information.
  4. Select Create Benefits.
  5. Confirm that the new record is selected.

The grader recommends selecting benefits when they are offered. If the position has no benefits, leaving the field empty is treated as a minor information gap rather than a blocker.

Make sure the selected benefits accurately apply to the position.

12. Configure the Job Location

Select a Location

Select the physical location or locations connected to the position.

Normally, more than one location can be selected. When the Indeed feed is enabled, the job may be limited to one selected location.

For a non-remote position, a missing location is treated as a blocker by the Job Quality Grader.

If the required location does not exist:

  1. Select Add New.
  2. Enter the location information.
  3. Select Create Location.
  4. Confirm that the new location is selected.

Select the Remote Work option

Choose:

  • Office Only
  • Fully Remote
  • Hybrid Remote
  • Temporary Remote

The Remote Work selection and Description must agree.

For example:

  • Do not select Office Only if the Description advertises remote work.
  • Do not select Fully Remote if the Description requires regular office attendance.
  • For Hybrid Remote, explain the expected on-site requirement.

Fully remote jobs should have company country information available so candidate eligibility can be understood correctly.

If the Description mentions several different cities, clarify whether the position genuinely covers multiple locations. Separate job postings may be clearer when each city represents a distinct vacancy.

13. Select the Company Profile

Select the Company Profile for the hiring organization.

A missing Company Profile is treated as a blocker by the Job Quality Grader.

If the profile does not exist:

  1. Select Add New.
  2. Enter the company information.
  3. Select Create Company.
  4. Confirm that the new company is selected.

Make sure the Company Profile includes the correct company name.

Mention the selected company naturally in the Description. Do not copy a previous job description that still names another organization.

For fully remote jobs, confirm that the Company Profile includes the company’s country.

14. Enter the Wage

Wage Minimum Amount

Enter the minimum wage or salary.

A missing minimum wage is treated as a major issue by the grader because candidates need compensation information to evaluate the opportunity.

Wage Maximum Amount

Enter the maximum when the position uses a range.

Leave it empty for a fixed wage.

The minimum must not be greater than the maximum.

Wage Type

Select:

  • Hourly
  • Daily
  • Weekly
  • Monthly
  • Yearly

Wage Currency

Select the correct currency.

Keep the Description consistent

If the wage is mentioned in the Description, it must match:

  • The minimum amount
  • The maximum amount
  • The currency
  • The wage type

For example, do not enter an hourly wage in the fields while describing it as an annual salary.

The grader may also recommend mentioning the configured wage or range in the Description so candidates receive consistent information.

Keep pay information out of the Job Name.

15. Enter the Expected Weekly Hours

Hours per Week Minimum

Enter the minimum expected weekly hours.

If the position has fixed hours, enter the total here and leave the maximum empty.

Hours per Week Maximum

Enter the maximum when the position uses a range.

The minimum must not be greater than the maximum.

A missing minimum-hours value is treated as a major issue by the grader.

Make sure the hours agree with:

  • The selected employment Type
  • The Description
  • The position’s actual schedule

If the Description mentions weekly hours, those values should match the Hours per Week fields.

16. Configure Candidate Notifications

Use Candidate Notification to choose which New Candidate Notification settings receive an email when someone applies.

The locked Default notification is selected automatically unless another configuration is chosen.

Select one or more notification records when:

  • A hiring manager should receive applications
  • Different departments use different recipients
  • Several teams need to be notified
  • The job requires its own notification routing

Confirm that each selected notification contains the correct recipient information.

17. Assign Screening Questions

Select the Screening Questions candidates should answer.

Screening Questions can support:

  • Candidate scoring
  • Fit labels
  • Knockout questions
  • Question-specific scores
  • Automated Candidate Stage changes

Screening Questions are optional. If no question set is selected, the job can still collect applications.

Before assigning a question set, confirm that:

  • The questions are relevant to the position.
  • Required answers are clearly written.
  • Scoring rules are appropriate.
  • Knockout rules do not exclude qualified candidates unintentionally.
  • Automated stage changes match the hiring process.

18. Configure Geographic Eligibility

Use Filter Candidates when applications must be limited by location.

Choose:

  • All: Candidates from any location can apply.
  • Country: Only candidates from selected countries can apply.
  • Province/State/Region: Only candidates from selected regions can apply.

Candidates outside the selected area are not saved.

Only use geographic restrictions when they are a legitimate requirement of the position.

For remote jobs, make sure the filter accurately reflects where the organization can employ candidates.

19. Review the Job Quality Grader

The Job Quality Grader updates as job fields are completed.

It reviews five areas:

  • Critical readiness
  • Consistency
  • Candidate usefulness
  • Writing quality
  • Reading level

Issues are classified by severity, including blockers, major issues, minor issues, and suggestions.

Start with blockers and major issues.

Common problems include:

  • Missing job title
  • Missing Description
  • Missing Company Profile
  • Missing location for a non-remote job
  • Missing employment Type
  • Missing display date
  • Empty Duties or Qualifications
  • Missing wage or expected hours
  • Incorrect date order
  • Wage or hours that conflict with the Description
  • Remote-work settings that conflict with the Description
  • Employment Type that conflicts with expected hours
  • Another company’s name remaining in copied content
  • Long or difficult-to-read writing
  • Repeated paragraphs
  • Excessive capitalization or punctuation

The grader’s score updates in real time while editing. Saved jobs also display their score on the Jobs screen.

A high score does not guarantee search ranking. Use it as an editorial guide for creating a clear, consistent, and useful posting.

20. Review Job Posting Errors

Job Posting Errors identify required fields or configuration problems.

Review every error and return to the affected field.

Errors may involve:

  • Required fields
  • Job dates
  • Company information
  • Location information
  • Wage information
  • Candidate settings
  • External job-feed requirements

The error count also appears on the Jobs screen.

Job Posting Errors and the Job Quality Grader serve different purposes:

  • Job Posting Errors identify missing or invalid fields.
  • The Job Quality Grader evaluates the overall usefulness, clarity, and consistency of the posting.

Review both before making the job available.

21. Preview the Public Job

Use Preview Changes in the Save Job panel.

Review the job as a candidate will see it.

Check:

  • Job name
  • Company
  • Location
  • Remote-work arrangement
  • Description
  • Duties
  • Qualifications
  • Education
  • Additional information
  • Benefits
  • Wage
  • Expected hours
  • Formatting and readability

Confirm that no outdated information remains from another job or company.

Previewing does not save the changes.

22. Complete a Final Consistency Check

Before saving an Open or Scheduled job, confirm:

  • The title describes the actual role.
  • The title appears naturally in the Description.
  • The correct company is selected and named in the content.
  • Job Type agrees with the hours and Description.
  • Remote Work agrees with the location and Description.
  • Wage values agree everywhere they appear.
  • Weekly hours agree everywhere they appear.
  • Display, closing, and expiry dates are in the correct order.
  • Duties and Qualifications contain specific information.
  • Education requirements are clear.
  • Benefits are accurate.
  • Candidate Notification is correct.
  • Screening Questions are appropriate.
  • Filter Candidates is intentional.
  • Grader blockers and major issues are resolved.
  • Job Posting Errors have been reviewed.
  • The public preview is correct.

23. Save the Job

Select Save Changes in the Save Job panel.

The streamlined panel replaces the standard WordPress publishing controls.

After saving:

  1. Confirm that the saved notice appears.
  2. Check the Current Status.
  3. Return to Careers → Jobs.
  4. Confirm that the display, closing, and expiry dates are correct.
  5. Review the Errors and score columns.
  6. Open the public job when the status allows it.

A job marked Open may become publicly available immediately, depending on its display date. Use Draft while preparing a posting that should not yet be visible.