Many job postings in the cleared community are pulled straight from the government contract award. While you can’t change the requirements of the job, you do have some flexibility in how you choose to advertise it. Improve your job postings to meet their full potential with these tips.

1. Tips for Writing More Effective Job Postings
Many job postings in the cleared community are pulled straight from the government contract
award. While you can’t change the requirements of the job, you do have some flexibility in how
you choose to advertise it. Improve your job postings to meet their full potential with these tips.
Visit ClearedJobs.Net | customerservice@clearedjobs.net | 703-871-0037, Option 3
ClearedJobs.Net Employer Services
Resume
Database Search
Job Posting
Packages
Job Fairs
Advertising and
Brand Building
We can combine these services to deliver a comprehensive solution to meet the goals of your security
cleared talent acquisition strategy.
Quickly Find Higher
Quality Cleared Talent
How We Attract
Cleared Talent
How We Are Different
2019 Services Rates
Resume Database Searching:
(price per user license)
Job Posting Packages:
Term and bundled discounts available
For more information, please contact Sales
703.871.0037, Option 3 Sales@ClearedJobs.Net
Easy to usesearch function
gives youUNLIMITED
Resume Views to thousands
of cleared candidates.
Flexible Job Posting
packages let yourefresh
and replace your jobs
with no additional cost.
Face-to-Face hiring
eventsintroduce you to
cleared professionals at
Cleared Job Fairs® and
cyber security professionals
at Cyber Job Fairs.
Banner Ads and Direct
Email Messages give you
direct exposure to cleared
professionals in the defense
and intelligence communities.
Resume Search Agents
Automatically deliver security-cleared
candidates matched to your specific
job requirements – every day!
Resume Folders
Help you conveniently organize
saved candidates
Digital Notes
Keep your notes and comments
with each resume
OFCCP Compliant
Resume search, job posting and
record keeping tools
Candidate Military Service Indicator
Supports veteran hiring
Direct Hire Cleared Facilities
Employers Only
Headhunters are not allowed to use
our services, so you won’t receive
resumes from perm placement firms
that use your same database.
Flexible and Accommodating
to Our Customers’ Needs
Tell us what you need and we work
with you to provide the customized
solution you need to find the right
security cleared candidates.
Customer Service Focused
A dedicated Customer Service team
is available to answer your questions
and provide you with training and
technical support. Contact them at
703.871.0037, Option 5, 8am to 6pm ET.
Social Media Networking
ClearedJobs.Net has built a strong
community of security cleared Job
Seekers online through LinkedIn,
Twitter, Facebook, and many other
social networks.
Military Job Fairs Military
Transition Classes
Our presence in the veteran community
is strong. We take an active role
in supporting our transitioning
military moving to the private sector
by attending military job fairs and
teaching at transition classes.
Advertising Newsletters
We advertise online via search
engines, aggregators, media outlets,
and more. We provide meaningful
career content sent directly to
candidates through social media,
and videos to aid them in their career
searches. New Hiring Employers,
featured jobs, and important industry
events are part of the regular flow of
information presented.
Industry Events Conferences
ClearedJobs.Net sponsors
conferences and industry events
to include providing speakers,
professional resume reviewers,
and career mentors.
3 Months................DBMMGPSEFUBJMT
6 Months.................DBMMGPSEFUBJMT
12 Months..............DBMMGPSEFUBJMT
1 Job Spot - 30 days.......DBMMGPSEFUBJMT
3 Job Spot - 30 days.......DBMMGPSEFUBJMT
5 Job Spot - 30 days.......DBMMGPSEFUBJMT
Maximize Your Cleared Job Fair Return on Investment
Before the Event
Hiring events are an effective part of a successful cleared recruiting and brand building strategy. But you need to be
sure your team is properly prepared to make the most of your investment.
Get Prepared Be Successful Follow Up
1. Determine your goals
Do you want to make on-the-spot offers?
Schedule interviews for a later date?
Whenever possible we provide a private
interview room so in-depth interviews can
take place on-the-spot and you can take
advantage of the moment. That’s why we
encourage you to bring hiring managers,
and provide you with an electronic pre-
registrant resume file one week before the
event.
2. Organize your branding
The materials and displays you send to the
event need to fit in an 8’x 10’booth, along
with your staff. Some employers over-
banner their booth, and typically one is
enough to meet your needs.
Consider having a handout that conveys
your unique selling proposition. Maybe you
offer better benefits than your competition,
a unique corporate culture, a broad range
of contracts that allow for growth, etc. You
want to be sure that whatever makes you
better than your competition stays with
candidates of interest.
Giveaways seem to be a race for the next
great thing. Just keep in mind usefulness
and shelf life, which is the main purpose of
a giveaway – to stick around long enough
that your brand is imprinted in the job
seeker’s mind.
3. Review the Details Email we send for
Logistics
ClearedJobs.Net sends you two Details
Emails with event logistics 16 days prior,
and then one week prior to the event.
These emails contain comprehensive
information about the event that you can
share with your team.
4. Determine who will represent your
company
As you plan for your company’s presence,
keep in mind some strategies for success.
Always send at least two representatives so
your attendees can eat, take a break, and
take a moment to relax without leaving
your booth unattended.
A mix of recruiters and hiring managers is a
good strategy, and you may want to have
your reps work in shifts. Be sure not to have
too many representatives staffing your
booth at one time. Having more than 3-4
company reps in your booth at once leads
to a wall of representatives that may be
intimidating for candidates. And there’s just
not that much room!
5. Prepare your staff to think beyond
their specific needs
Talented candidates may have interest
in positions that are not directly handled
by the company representatives at the
event. You don’t want to lose those folks,
so how will you make sure they have
a good experience, receive pertinent
details, and know whom to follow up
with? Don’t miss the opportunity and turn
talented candidates away because your
representatives are not properly informed
beyond their specific and immediate
needs.
Your results can vary greatly depending on
the talent of the staff attending the event.
6. Share the word about your event
participation
Use your communication and social media
channels to publicize that you’ll be at the
event and ready to talk to qualified talent.
Help us amplify the message and the event
will be a greater success for you.
We promote the event on Twitter,
Facebook, LinkedIn, and Instagram, so
if you or your team are active on those
platforms please spread the word.
7. Contact Job Seekers before the
event
After we send the pre-registrant file one
week prior to the event, we encourage
you to contact job seekers of interest
and encourage them to attend. That
extra touch from you can help determine
whether or not they decide to brave the
traffic, rain, heat, cold or other obstacles
that may make them decide not to come
the day of the event.
8. Take advantage of our offer to set up
candidate interviews for you
We also encourage you to take advantage
of our offer to preschedule interviews
for your on-site team. Send us up to 5
potential candidates and we’ll do the
legwork to try to set up interviews for you.
9. Send us your job titles
Be sure to send your job titles for positions
you want to publicize at the event to our
Customer Service team, and they will
upload them for you. The sooner you
share those with us, the more visibility
they receive. Some employers prefer job
or skill categories vs specific positions if
the number of positions you have to fill is
numerous. That’s okay too.
1. Keep it brief. Many job
seekers search for jobs on
their mobile devices, so put
the most important words at
the beginning. Aim for 60 or
fewer characters to optimize
mobile response rates.
2. Be specific. Your title is
not the place for generalities.
You need to be precise
and include the keywords
that best describe the role.
A targeted title like Java
Crafting Titles
Developer is more specific
than Software Developer.
3. Skip the buzzwords.
Looking for a Linux Wizard?
Well candidates won’t
be searching for wizards
or gurus, so keep it
straightforward to ensure
better search relevance.
4. Ditch internal lingo.
While you may classify
experience levels by Roman
numerals, stick to standard
descriptions like Senior that
are more likely to be searched
for and understood.
5. Avoid requisition
numbers and special
characters. Keep symbols
and characters such as *!:;()
out of your titles. Click rates
are also higher when you
avoid abbreviations. Think
to what is most crisp and
immediately legible.
To engage job seekers and make sure they keep reading beyond the job title, hook them from
the start by making the job posting about them. This means moving your company boiler plate
below the fold and instead focusing on what’s in it for them. Consider the following structure:
Organizing Your Job Posting
1. Job Summary Key Selling Points
Your summary needs to be strong, enticing, and showcase why this job is a great opportunity.
Personalization will help readers visualize themselves in the role and assess how they will fit in.
So use“you”and“your”when describing what the job entails. Also include your expectations and
what success looks like. What’s the big picture? And don’t forget to mention key selling points you
might offer like a 9/80 schedule, flexible/remote work options, continuing education, student loan
paydowns, free lunches, day-care services, etc.
Job Summary
Key Selling Points
Responsibilities
Duties
Qualifications
Skills
Company
Information

2. • Post salary ranges whenever possible. It
not only complies with legal requirements
in certain locations, but also fosters pay
equity, enhances the candidate experience,
and increases application rates.
• Consider how candidates search for
flexible work options. Job seekers often use
the terms“work from home”and“remote,”
but many employers use“telework”in job
postings. Try including all three variants to
ensure your positions are found.
Visit ClearedJobs.Net | customerservice@clearedjobs.net | 703-871-0037, Option 3
Other Useful Tips
ClearedJobs.Net Employer Services
Resume
Database Search
Job Posting
Packages
Job Fairs
Advertising and
Brand Building
We can combine these services to deliver a comprehensive solution to meet the goals of your security
cleared talent acquisition strategy.
Quickly Find Higher
Quality Cleared Talent
How We Attract
Cleared Talent
How We Are Different
2019 Services Rates
Resume Database Searching:
(price per user license)
Job Posting Packages:
Term and bundled discounts available
For more information, please contact Sales
703.871.0037, Option 3 Sales@ClearedJobs.Net
Easy to usesearch function
gives youUNLIMITED
Resume Views to thousands
of cleared candidates.
Flexible Job Posting
packages let yourefresh
and replace your jobs
with no additional cost.
Face-to-Face hiring
eventsintroduce you to
cleared professionals at
Cleared Job Fairs® and
cyber security professionals
at Cyber Job Fairs.
Banner Ads and Direct
Email Messages give you
direct exposure to cleared
professionals in the defense
and intelligence communities.
Resume Search Agents
Automatically deliver security-cleared
candidates matched to your specific
job requirements – every day!
Resume Folders
Help you conveniently organize
saved candidates
Digital Notes
Keep your notes and comments
with each resume
OFCCP Compliant
Resume search, job posting and
record keeping tools
Candidate Military Service Indicator
Supports veteran hiring
Direct Hire Cleared Facilities
Employers Only
Headhunters are not allowed to use
our services, so you won’t receive
resumes from perm placement firms
that use your same database.
Flexible and Accommodating
to Our Customers’ Needs
Tell us what you need and we work
with you to provide the customized
solution you need to find the right
security cleared candidates.
Customer Service Focused
A dedicated Customer Service team
is available to answer your questions
and provide you with training and
technical support. Contact them at
703.871.0037, Option 5, 8am to 6pm ET.
Social Media Networking
ClearedJobs.Net has built a strong
community of security cleared Job
Seekers online through LinkedIn,
Twitter, Facebook, and many other
social networks.
Military Job Fairs Military
Transition Classes
Our presence in the veteran community
is strong. We take an active role
in supporting our transitioning
military moving to the private sector
by attending military job fairs and
teaching at transition classes.
Advertising Newsletters
We advertise online via search
engines, aggregators, media outlets,
and more. We provide meaningful
career content sent directly to
candidates through social media,
and videos to aid them in their career
searches. New Hiring Employers,
featured jobs, and important industry
events are part of the regular flow of
information presented.
Industry Events Conferences
ClearedJobs.Net sponsors
conferences and industry events
to include providing speakers,
professional resume reviewers,
and career mentors.
3 Months................DBMMGPSEFUBJMT
6 Months.................DBMMGPSEFUBJMT
12 Months..............DBMMGPSEFUBJMT
1 Job Spot - 30 days.......DBMMGPSEFUBJMT
3 Job Spot - 30 days.......DBMMGPSEFUBJMT
5 Job Spot - 30 days.......DBMMGPSEFUBJMT
Maximize Your Cleared Job Fair Return on Investment
Before the Event
Hiring events are an effective part of a successful cleared recruiting and brand building strategy. But you need to be
sure your team is properly prepared to make the most of your investment.
Get Prepared Be Successful Follow Up
1. Determine your goals
Do you want to make on-the-spot offers?
Schedule interviews for a later date?
Whenever possible we provide a private
interview room so in-depth interviews can
take place on-the-spot and you can take
advantage of the moment. That’s why we
encourage you to bring hiring managers,
and provide you with an electronic pre-
registrant resume file one week before the
event.
2. Organize your branding
The materials and displays you send to the
event need to fit in an 8’x 10’booth, along
with your staff. Some employers over-
banner their booth, and typically one is
enough to meet your needs.
Consider having a handout that conveys
your unique selling proposition. Maybe you
offer better benefits than your competition,
a unique corporate culture, a broad range
of contracts that allow for growth, etc. You
want to be sure that whatever makes you
better than your competition stays with
candidates of interest.
Giveaways seem to be a race for the next
great thing. Just keep in mind usefulness
and shelf life, which is the main purpose of
a giveaway – to stick around long enough
that your brand is imprinted in the job
seeker’s mind.
3. Review the Details Email we send for
Logistics
ClearedJobs.Net sends you two Details
Emails with event logistics 16 days prior,
and then one week prior to the event.
These emails contain comprehensive
information about the event that you can
share with your team.
4. Determine who will represent your
company
As you plan for your company’s presence,
keep in mind some strategies for success.
Always send at least two representatives so
your attendees can eat, take a break, and
take a moment to relax without leaving
your booth unattended.
A mix of recruiters and hiring managers is a
good strategy, and you may want to have
your reps work in shifts. Be sure not to have
too many representatives staffing your
booth at one time. Having more than 3-4
company reps in your booth at once leads
to a wall of representatives that may be
intimidating for candidates. And there’s just
not that much room!
5. Prepare your staff to think beyond
their specific needs
Talented candidates may have interest
in positions that are not directly handled
by the company representatives at the
event. You don’t want to lose those folks,
so how will you make sure they have
a good experience, receive pertinent
details, and know whom to follow up
with? Don’t miss the opportunity and turn
talented candidates away because your
representatives are not properly informed
beyond their specific and immediate
needs.
Your results can vary greatly depending on
the talent of the staff attending the event.
6. Share the word about your event
participation
Use your communication and social media
channels to publicize that you’ll be at the
event and ready to talk to qualified talent.
Help us amplify the message and the event
will be a greater success for you.
We promote the event on Twitter,
Facebook, LinkedIn, and Instagram, so
if you or your team are active on those
platforms please spread the word.
7. Contact Job Seekers before the
event
After we send the pre-registrant file one
week prior to the event, we encourage
you to contact job seekers of interest
and encourage them to attend. That
extra touch from you can help determine
whether or not they decide to brave the
traffic, rain, heat, cold or other obstacles
that may make them decide not to come
the day of the event.
8. Take advantage of our offer to set up
candidate interviews for you
We also encourage you to take advantage
of our offer to preschedule interviews
for your on-site team. Send us up to 5
potential candidates and we’ll do the
legwork to try to set up interviews for you.
9. Send us your job titles
Be sure to send your job titles for positions
you want to publicize at the event to our
Customer Service team, and they will
upload them for you. The sooner you
share those with us, the more visibility
they receive. Some employers prefer job
or skill categories vs specific positions if
the number of positions you have to fill is
numerous. That’s okay too.
2. Responsibilities Duties
This is your chance to define the core responsibilities of the job in roughly 5-10 bullet points. Your
list should be detailed enough that candidates can determine their level of qualification before
applying. Outline what the day-to-day responsibilities will be to further shape their understanding
of what can be expected. Be transparent and don’t underplay what’s expected. If you set realistic
expectations now, your retention rates will benefit.
• Use gender-neutral wording in your
job postings to attract more female
candidates. This can increase your number
of applicants by over 40%.
• Review formatting and overall structure.
Will readers have to endlessly scroll before
coming across any paragraph breaks or
white space? Your job posting should be
easily digestible whether it’s viewed on a
mobile device or desktop computer.
3. Qualifications Skills
You might need to exercise some restraint when listing qualifications. Naturally, you’ll touch on
education, experience, technical skills, security clearance, and
any certification requirements, but limit your must haves to
those that are truly musts. You can list skills that are nice to
have but make it clear that they’re not required. Otherwise
you risk limiting your pool of applicants.
4. Company Information
Share something attention grabbing. Tell them what’s unique
about your company and help them understand why they
would enjoy working for you. This might be their first glimpse
into your employer brand. So showcase your company culture
and give candidates the insight they need to gauge if your
organization would be a good fit for them.