It's all in the wording: 8 tips to get the most out of your online job ads.

1. Pick a very specific, descriptive job title. When job-listing sites return search results, the first thing job seekers see is the job title. Pick something generic, and your "Mechanical Engineer" could be lost in a long list of other jobs with the same title. A more specific title: "Mechanical Engineer/Boilers" will stand out to anyone who has the right skills. Along the same lines, be careful of using internal job titles. Everyone in your company may know what an "Analyst III" is, but no one outside will be able to tell by looking at the job title.

2. Be very specific about job qualifications and skills. For example, instead of writing "computer skills," mention specific programs like Microsoft Excel that your company uses. Being specific will result in a higher percentage of inquiries from qualified applicants.

3. Don't forget any of the basics: job title, department, experience and/or education required, who the employee reports to, job code (if applicable), full- or part-time status, contact name, e-mail, fax number, benefits, location/address, where to find out more about your organization (if you have a Website, for example) and targeted start date. E-mail is especially crucial in a tight job market where seconds count and can mean the difference between hiring an outstanding candidate or losing him or her to the competition. Phone number is optional and should most likely be omitted if you anticipate a large number of applicants.

4. A specific salary or salary range will result in better qualified responses: Why waste your time talking to applicants when you're tens of thousands of dollars apart on salary?

5. Write a company profile that gives the reader a sense of what the work environment is like. People want to know that they'll be working in a comfortable atmosphere that fosters creativity, reward for a job well done and the opportunity for advancement. In addition, let them know what the company's goals and vision for the future are. Company profiles should also include a brief company history and status in the industry.

6. List all company benefits. Give the job seeker plenty of unique reasons to work for your company and not your competitors. A job seeker's decision to work for company "A" vs. company "B" is often based on what were once considered minor benefits. In addition to traditional benefits like a 401(k) plan and health insurance, mention secondary benefits like flex time and continuing education.

7. Mention any facts about the job and the company that convey job security.

8. The company profile can include information about your community. Describe the area's educational and recreational resources and provide other compelling reasons (cost-of-living, low crime, climate, etc.) to relocate there.

It can take time to put together a well-thought-out, quality job description. But in the long run, a comprehensive job description saves time by attracting a higher percentage of well-informed, qualified, interested applicants. It acts as a pre-screening tool, since less qualified online job seekers will eliminate themselves from consideration. So spend a few extra minutes getting the job description just right. It can save you hours otherwise spent wading through a sea of resumes.

Source: NationJob Inc.

Worth noting

* 82 percent of U.S. employers provide at least two weeks of vacation to salaried exempt employees after one year of service. After five years of service, 75 percent offer three weeks or more and after 15 years, 87 percent provide at least four weeks of paid time off.

* 83 percent of U.S. companies had flex-time programs in place for employees with "hot" skills last year, compared with 57 percent in 1999. Telecommuting programs also increased to 62 percent in 2000 from slightly more than 40 percent the year before.

Source: Hewitt Associates LLC