Ask an HR Pro: Should Job Ads Include Hiring Timelines?

In our 2025 State of Online Recruiting Report, 60.5% of job seekers told us that employers could get them to apply if they would “Be more transparent about their hiring timeline (e.g., indicate when they plan to reach out to schedule interviews).”

This was the #1 response, even outranking “specify the salary range for the position.”

So, how should you include your hiring timeline in your job ads? And how should you write a job ad if you don’t have a specific timeframe for filling your open position?

Vickie Krolak, SPHR, SHRM-CP, Senior HR Business Partner at iHire, shared her thoughts with us.

How to Create Job Ads That Attract Talent: Be Transparent

“It’s pretty clear from our report that candidates want to know when interviews will be scheduled, and also mentioning your target start date is helpful. This is especially true if the applicant needs to plan ahead for giving notice at their current job, relocating their family, or other similar circumstances,” Krolak began.

Including your hiring timeline and target start date in your job ad could look something like this:

We will be accepting applications until November 10 and scheduling interviews beginning the week of November 17. Our target start date for this position is December 15.

“If you’re hiring for a position that would be supporting a significant, time-sensitive project, like a new office opening or expansion, including that in your job ad helps add further context and excitement about the opportunity as well,” continued Krolak.

How to Write a Job Ad if You’re Continuously Hiring or Don’t Have a Specific Timeline

“If your hiring timeline is not set in stone, you can be transparent with job seekers about that, too,” Krolak said. “Something straightforward like, ‘This ad will be posted until the position is filled,’ clearly communicates that if the ad is still out there, then you’re still accepting applications.”

Some employers have “evergreen” positions that they’re frequently hiring for as well. If that’s the case, you could use language like this:

Our company is experiencing significant growth and will be hiring Account Executives continually throughout the next quarter. We will do our best to respond to every applicant and schedule interviews as promptly as possible.

“Mentioning why you’re hiring so frequently also helps address concerns that your job might be fake,” Krolak said. “There’s a lot of fraud happening on both sides of the hiring coin right now, thanks to AI in many ways, so anything you can do to ensure your ad comes across as legitimate and genuine is a good thing.”

Take Transparency Beyond the Hiring Timeline

Once you begin initial phone screenings, give applicants even more information about the hiring process.

“When you conduct your first round of phone interviews, let candidates know what to expect moving forward. For example, tell them how many interviews they’ll be participating in and with whom, whether they’ll be asked to complete assessments, and when you anticipate a final hiring decision will be made,” Krolak advised. “Keeping applicants informed is not just courteous. It also strengthens your employer brand.”

Check out our Resource Center for more expert advice from Krolak and our other HR pros. You can also schedule a free consultation with our team if you’re interested in receiving personalized guidance and support for hiring, screening, onboarding, and beyond.