Creating a Job: A Practical Guide

Creating a Job

Follow these steps to create and publish a complete job posting in Kraken Careers.

1. Open the job editor

In WordPress, go to Careers → Jobs.
Select Add New.
Enter the job title at the top of the editor.
Use a clear title that candidates would search for, such as Customer Support Representative or Senior Project Manager.
Avoid internal abbreviations, vague titles, and promotional wording such as “Support Superstar.”

2. Set the job status

Use Current Status to control how the job behaves.

Draft keeps the job hidden while you work on it.
Scheduled publishes the job at the date and time you choose.
Open displays the job and accepts applications.
Paused temporarily hides the job without changing its dates.
Closed keeps the job visible but removes the application form.
Filled shows that the position has been hired.
Expired removes the job from display.
Archived hides the job and disables the date controls.

Leave the job as Draft until all required information is complete.

3. Add the job dates

Complete the date fields when they apply:

Date / Time Job Displays controls when the job becomes visible.
Date / Time Job Closes controls when applications stop.
Date / Time Job Expires controls when the job is removed from display.
Position Starts tells candidates when the successful applicant is expected to begin.
Position Ends is used for fixed-term or temporary work.

Leave Position Ends blank for permanent or ongoing positions.

4. Choose the category, tags, and type

Complete the following fields:

Categories: Select at least one category. Categories help candidates filter jobs and may be used by job feeds.
Job Tags: Add a small number of useful tags that describe the role. Use terms candidates may recognise, such as “customer service,” “accounting,” or “remote.”
Type: Select the employment type, such as Full-time, Part-time, Contract, Temporary, Volunteer, or Internship.

Make sure the selected Type matches the wording used in the job description.

5. Write the Description

The Description is the overview of the job. It should give candidates enough information to understand the role before they read the detailed sections.

Write at least 80 words. Aim for about 300 words when the role needs more context.

Include:

The exact job title in the first sentence.
The company name and the reason the role exists.
A brief summary of the main duties.
The team, customers, or people the candidate will work with.
The work location and whether the role is office-based, fully remote, or hybrid.
The employment type selected in Type.
The expected hours or schedule.
The wage or wage range.
The main benefits.
A brief summary of the experience, skills, education, or certifications needed.
Training, development, or progression opportunities.
Anything that makes the role or company distinctive.
What successful performance in the role should look like.

The Description should introduce the information found in Duties, Qualifications, and Education. Those fields can then provide the full details. Some information may appear in more than one field when it helps candidates understand the job.

For example, briefly mention that the role manages customer enquiries in the Description, then list the specific customer-support responsibilities in Duties. Briefly mention the experience needed in the Description, then list the required and preferred requirements in Qualifications.

Use short paragraphs, plain language, and a clear tone. Avoid clichés and jargon such as “rock star,” “guru,” or “fast-paced ninja.” Mention the company name, wage, work setting, employment type, and requirements naturally rather than repeating the same sentence.

6. Add the Duties

The Duties field describes the role’s regular responsibilities.

List five to seven main responsibilities.
Use bullet points so candidates can scan the information.
Start each point with an action word, such as Manage, Prepare, Coordinate, Review, Support, or Maintain.
Include specific tasks rather than broad statements.
Mention important systems, customers, equipment, or processes.
Include duties that make the role different from similar jobs.

For example:

Manage incoming customer enquiries by phone and email.
Prepare weekly sales reports for the management team.
Coordinate delivery schedules with warehouse staff.
Maintain accurate records in the company database.

Do not write duties such as “Complete other tasks as required” .

7. Add the Qualifications

Use Qualifications to help candidates decide whether they meet the requirements.

Separate the content into:

Required Qualifications

Include requirements the successful candidate must have, such as:

A required licence or certification.
A specific number of years of experience.
Experience with a named system or process.
A required technical or professional skill.
The ability to perform a necessary task.

Preferred Qualifications

Include useful experience or skills that would help the candidate but are not required.

Avoid vague wording such as “experience in a similar role.” State exactly what is needed, for example:

Three years of customer-support experience.
Experience using Salesforce.
Valid Class 5 driver’s licence.
Experience preparing monthly financial reports.

Do not list a qualification as required if a suitable candidate could perform the job without it.

8. Add the Education information

Use Education to describe the academic, training, certification, or licence requirements for the role.

State the minimum education level.
Add any required certification or licence.
Use terms candidates are likely to search for.
Explain whether equivalent experience may be accepted.
Write at least 20 words.

For example:

A bachelor’s degree in accounting, finance, or a related field is preferred. Equivalent accounting experience and a recognised bookkeeping certification may also be considered.

Use Level of Education to select the matching education level where one is required.

9. Add Additional Information

Use Additional Information for useful details that do not belong in the main fields.

You may include:

Travel requirements.
Shift or weekend work.
Probation information.
Physical requirements.
Security or background checks.
Accessibility information.
Application instructions.

Do not use this field to repeat the Description, Duties, or Qualifications.

10. Set the experience and benefits

Complete these fields:

Years of Experience Required: Enter the realistic minimum experience required.
Benefits: Select the benefits summary for the job.
Position Starts: Add the expected start date if known.
Position Ends: Add an end date for fixed-term work only.

If the role has no benefits, select or create a benefits entry named No Benefits Available rather than leaving the field unclear.

11. Set the job location

Choose the correct Remote Work option:

Office Only means the employee reports to a physical workplace.
Fully Remote means no on-site work is required.
Hybrid Remote means the employee regularly works both remotely and at a physical workplace.

For office and hybrid jobs:

Select the correct Location.
Confirm that the location has the full address.
Make sure the location matches the wording in the Description.

For fully remote jobs:

Select Fully Remote under Remote Work.
Choose the required Remote Eligible Country.
Select Remote Eligible State/Region when the job is limited to a particular area.

The remote eligibility country is where the employee must live while doing the job. It may be different from the company’s address.

If Indeed is enabled, the job must have one physical location for the feed. Check the location requirement before publishing.

12. Select the company

Use Company to select the company profile connected to the job.

Check that the selected profile contains the correct:

Company Name.
Company Division, if applicable.
Description.
Logo.
Address.
Website.
Email address.
Phone number.

If the profile does not exist, create it under Careers → Company Profiles before completing the job.

13. Enter the wage and hours

Complete the wage fields accurately:

Wage Minimum Amount: Enter the minimum amount.
Wage Maximum Amount: Enter the maximum amount when the job has a range.
Wage Type: Select Hourly, Daily, Weekly, Monthly, or Yearly.
Wage Currency: Select the currency used for payment.
Hours per Week Minimum: Enter the minimum expected weekly hours.
Hours per Week Maximum: Enter the maximum expected weekly hours when applicable.

If the maximum wage is blank, the minimum wage is displayed as the total wage. The same applies to the weekly hours fields.

Make sure the wage shown here also appears in the Description. The Job Quality Grader may flag the post if the two do not match.

14. Add candidate notifications

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

Keep the default notification selected unless this job needs a different notification group.

15. Add screening questions

Use Screening Questions when candidates need to answer questions during the application.

Create or update the question set under Careers → Screening Questions.
Return to the job editor.
Select the question set under Screening Questions.
Check that required questions, scoring, and knockout answers are correct.

Screening questions are optional. Do not add them unless the answers will help with the first stage of review.

16. Set candidate location filters

Use Filter Candidates only when applications should be limited to specific geographic areas.

You can filter by:

Continent.
Country.
Province.
State.
Region.

Candidates outside the selected areas will not be saved. Check this setting carefully before publishing because it can prevent otherwise valid applications from being stored.

17. Review the Job Quality Grader

The Job Quality Grader updates while you complete the job.

Review each category:

Google Jobs checks information needed for job search feeds.
Candidate checks whether the post gives applicants enough useful information.
Critical Issues identifies missing or conflicting information.
Major Issues identifies problems that should be corrected.
Consistency checks whether the fields agree with the written content.
Writing checks clarity, wording, length, and structure.
Reading checks whether the post is easy to understand.

Use the grader to improve the post:

If the Description is too short, add useful information rather than repeating sentences.
If the title is not supported, use the exact job title in the first sentence.
If the wage is missing, mention the selected wage in the Description.
If the location is inconsistent, use the same location shown in Location, Remote Work, or Remote Eligible Country.
If the employment type is inconsistent, update either Type or the written content.
If Duties, Qualifications, or Education are missing, complete those fields directly.
If a paragraph is too long, split it into shorter paragraphs.
If the reading level is too high, remove jargon and shorten long sentences.
If the grader identifies a missing value, fix the field rather than hiding the issue in Additional Information.

The grader is an editing guide. A high score does not guarantee search placement.

18. Check the complete job

Before publishing, confirm that:

The title is clear.
Current Status is correct.
The dates are correct.
Categories and Type are selected.
Description, Duties, Qualifications, and Education are complete.
The location matches the remote setting.
The company profile is correct.
The wage and hours are accurate.
Benefits are selected.
Screening questions are correct.
Candidate filters are intentional.
The Job Quality Grader has no unresolved critical issues.
The content is free from spelling errors and internal notes.

19. Save and publish

Select Save Draft if someone else must review the job.
Select Publish when the job is ready to appear publicly.
If the job should appear later, use Scheduled and enter the display date and time.
Open the public job listing after publishing.
Read it as a candidate and check the application form.

If a required field prevents saving, return to the field named in the error message and complete it.