A job posting is often the first impression a candidate has of your organization. A clear, inclusive posting attracts more of the right applicants, reduces mismatched applications and helps you meet a growing set of provincial requirements. This guide covers what to include, what to avoid and the rules that now apply in some provinces.
This article is general information, not legal advice. Requirements change and depend on your province, your size and how you recruit. Check the official sources linked below and get advice where necessary.
Start with the essentials
Every strong posting answers the questions candidates ask first:
- Job title: use a clear, commonly understood title rather than internal jargon.
- Location and work arrangement: the city and province, and whether the role is on-site, hybrid or remote.
- Employment type: full-time, part-time, permanent, contract or temporary, and the term if applicable.
- Compensation: the expected pay or pay range (see the provincial rules below).
- What the person will do: five to seven key responsibilities.
- What's genuinely required: separate the must-haves from the assets.
- How to apply and what happens next.
Pay transparency and posting rules in some provinces
British Columbia
Under B.C.'s Pay Transparency Act (opens in a new tab), employers must include the expected wage or salary, or a wage or salary range, in publicly advertised job opportunities. Open-ended ranges such as "up to" or "and up" don't meet the requirement.
Ontario
Since January 1, 2026, Ontario employers with 25 or more employees must include certain information in publicly advertised job postings. This includes expected compensation or a compensation range, a statement about whether artificial intelligence is used to screen, assess or select applicants, and a statement about whether the posting is for an existing vacancy. Requirements for Canadian experience are also prohibited in covered postings and application forms. Read the Government of Ontario's guide to requirements related to publicly advertised job postings (opens in a new tab) for details, exemptions and the rules on compensation ranges.
Other provinces and territories
Other jurisdictions have introduced, or are considering, their own measures. Before posting, check the current rules for every province or territory where the role is based or advertised. If you recruit in Quebec, also review the French-language requirements that apply to job postings and employment documents.
Use inclusive, job-related language
Human rights laws across Canada prohibit discrimination on protected grounds such as age, sex, race, religion, disability and family status. The Canadian Human Rights Commission (opens in a new tab) explains how discrimination is defined. In practice, this means:
- Describe the work, not the person. Write "able to lift up to 23 kg with or without accommodation" instead of "young and energetic".
- Avoid coded or exclusionary words, such as "digital native", "recent graduate only", or gendered titles like "salesman".
- Question every requirement. Is a degree truly necessary, or would equivalent experience do? Is "X years of experience" a real need or a habit?
- Invite accommodation requests. A short statement that accommodations are available during the hiring process signals that everyone is welcome to apply. Some provinces' accessibility laws expect employers to provide this information.
Be accurate and honest
Don't post roles that don't exist just to collect resumes, and don't advertise pay you aren't prepared to offer. Inaccurate postings damage trust, and in some provinces they may breach posting requirements. When a role is filled or the posting closes, take it down promptly.
Make applying straightforward
- Ask only for information you need at the application stage.
- Accept common file formats such as PDF and Word.
- Explain what happens after someone applies and roughly when they can expect to hear back, but only if you can keep that commitment.
- Make sure your application process works on mobile devices and with assistive technology.
A quick pre-posting checklist
- The title, location, work arrangement and employment type are clear.
- The compensation information meets the rules in each province where you advertise.
- Any required statements about AI use and vacancy status are included where applicable.
- There's no Canadian experience requirement or discriminatory language.
- The requirements have been reviewed and the must-haves kept to a minimum.
- An accommodation statement and clear application instructions are included.
Next step
Want help preparing a clear, compliant posting and finding qualified candidates? Submit a staffing request, or read about our permanent recruitment service.
