Writing and distributing a job posting that attracts (and stays legal)
Structure a job posting that converts: mandatory and prohibited mentions, salary range, transparent process, distribution channels. Avoid discrimination and anticipate Directive 2023/970.
Expert note: This article was written by our chartered accountancy firm. Information is current as of 2026. For a personalised review of your situation, contact us.
Quick answer. An effective job posting combines a clear structure (title, context, responsibilities, profile, salary, process), a transparent salary range (recommended today, set out by Directive 2023/970), the absence of discriminatory mentions (sex, family situation, age limit) and multi-channel distribution (France Travail, LinkedIn, Indeed, careers page). These elements improve application quality and reduce legal risk.
2026 context: pay transparency is on its way#
The recruitment market is shifting: candidates increasingly expect pay transparency before they even apply. In parallel, the European Union imposes this transparency through Directive (EU) 2023/970, whose transposition into French law was due by 7 June 2026 at the latest. France, however, is running late: by mid-2026 the directive is not yet transposed (a draft bill is in preparation), with adoption now expected in autumn 2026.
For an SME director, the message is twofold: a salary range in postings will become mandatory, and, already, a well-structured advert attracts more motivated, qualified candidates — reducing recruitment costs and turnover. Connect this to your employer brand and your pay structure and role ranges.
What is an attractive job posting and how to structure it?#
An attractive posting combines three qualities: a logical structure (context, responsibilities, profile, salary, process), authenticity (deliverable promises, a genuine culture) and legal compliance (no discrimination, anticipated pay transparency).
The six blocks of a posting that converts#
| Block | Content | Why |
|---|---|---|
| 1. Title and context | Clear title with level; company in 2-3 sentences | First filter: a vague title repels |
| 2. Responsibilities | 4-6 responsibilities with action verbs, specific | The candidate wants to know what they will do |
| 3. Profile | Quantified experience, degree, qualities; "required" vs "desired" | Clarifies expectations, cuts off-target applications |
| 4. Salary and benefits | Gross range, concrete benefits | Transparency improves application quality |
| 5. Process | Number of stages, response time, named contact | Reduces withdrawals, builds trust |
| 6. Call to action | "Apply here" with a single link or address | Focuses the candidate's action |
Example: senior accountant posting (SME, Paris)#
Title: Senior Accountant M/F — SME Paris, 2 days remote/week.
Context: present the company, its activity, size and culture in two or three honest sentences.
Responsibilities: lead the annual closing for a client portfolio; supervise an assistant; take part in audit assignments; advise clients; support the move to electronic invoicing.
Profile: 3-5 years of experience, a degree, payroll and accounting software proficiency; rigour and autonomy. Desired: experience with the liberal professions.
Salary and benefits: €28,000-32,000 gross depending on profile; health cover; 25 days of leave + 2 remote days; an annual training budget.
Process: phone screen (20 min), interview with the manager, feedback within a week, written offer within two weeks.
Contact: [First name LAST NAME], HR manager — recruitment@your-company.fr — [phone].
Mandatory and prohibited mentions: the legal checklist#
What you must include#
- Gross salary range (best practice today; a future requirement via Directive 2023/970).
- Contract type (permanent, fixed-term, apprenticeship).
- Location and remote-work terms.
- Company and sector for context.
What you must not mention#
| Prohibited mention | Legal basis | Risk |
|---|---|---|
| Restriction or exclusion based on sex | Art. L1142-1 of the Labour Code | Discrimination; fine and damages (a neutral "M/F" remains allowed) |
| Family situation (single, parents) | Art. L1142-1 | Discrimination |
| Age limit ("under 35") | Art. L1132-1 | Discrimination; referral to the Defender of Rights |
| Request for salary history | Directive 2023/970 (coming into domestic law) | Breach of pay transparency |
| Criteria of origin, beliefs, health | Art. L1132-1; Criminal Code 225-1 and 225-2 | Discrimination; criminal penalties |
| Irrelevant criterion (licence, mobility) | Art. L1132-1 | Indirect discrimination if unjustified exclusion |
Exception: where sex is an essential and determining occupational requirement, set out by decree (a very rare case).
Example of rewording#
❌ "Looking for a young, dynamic, single accountant for flexibility." ✅ "Looking for an accountant with 2-3 years of experience, comfortable with occasional activity peaks."
Pay transparency: a future requirement, already an asset#
Directive 2023/970#
Directive (EU) 2023/970 on pay transparency, adopted on 10 May 2023, provides in particular: a salary range communicated to the candidate, a ban on asking the candidate about their salary history, and a right to information on pay.
Transposition was due by 7 June 2026 at the latest. As at the date of publication, France has not yet transposed the directive: a draft bill was sent to the social partners in spring 2026 and adoption is now expected in autumn 2026. Displaying a range is therefore not yet a general obligation under French law, but a best practice to anticipate.
Why anticipate it#
Even before it takes effect, displaying a salary range brings concrete benefits: better-targeted applications (the candidate self-assesses), fewer mid-process withdrawals, fewer failed salary negotiations and a stronger employer brand.
Distribution channels by target#
| Channel | Target | Cost | Volume |
|---|---|---|---|
| France Travail | All levels, active seekers | Free | High |
| LinkedIn Jobs | Managers and passive candidates | Free or sponsored | Medium to high |
| Indeed | All levels, strong visibility | Free or sponsored | Medium to high |
| Internal careers page | Employer brand | Free | Low but qualified |
| Professional networks (orders, associations) | Specialised profiles | Membership | Low but highly qualified |
Strategy for an SME: France Travail for coverage, LinkedIn for image, the careers page for the brand. A budget of a few hundred euros is often enough.
Special cases#
- Micro-business: a personal advert ("you work directly with the founder") and the network are often enough.
- SME: all levers apply; priority to France Travail and LinkedIn.
- Specialised sector (liberal professions, hospitality, accounting firms): add sector channels (orders, associations).
2026 points to watch: discrimination, candidate rights, GDPR#
Hiring discrimination#
Article L1132-1 of the Labour Code prohibits discrimination on numerous grounds (sex, age, origin, family situation, health, disability, beliefs, sexual orientation, etc.). Article L1142-1 specifically targets postings: no mention of sex or family situation may appear. Hiring discrimination carries, for an individual, criminal penalties (up to a €45,000 fine, Article 225-2 of the Criminal Code), in addition to civil damages.
Candidate data (GDPR / CNIL)#
The candidate has a right of access (a reply within one month) and a right to erasure. The data of a rejected candidate must not be kept beyond the necessary period: the CNIL sets a maximum of two years, unless the candidate agrees. Sensitive data (origin, beliefs, health) must not be collected without a legitimate need.
Ban on asking about salary history#
Directive 2023/970 provides that, in time, you will no longer be able to ask a candidate for their last salary: the employer communicates the range.
Our expert-accountant analysis#
Recently, a Paris import-export SME contacted us: its interviews rarely led to a hire. Its postings were vague, with no salary shown, and the process took six weeks. We restructured the advert (title, context, precise responsibilities, salary range, a four-stage process over three weeks), distributed it on three channels and removed inappropriate questions ("are you married?").
The result: more applications, fewer withdrawals, a better success rate and a reduced recruitment cost. A well-written, well-distributed posting is more effective than a vague advert, regardless of budget.
Frequently asked questions
Must I display a salary range?+
By mid-2026, it is not yet a general obligation in France, because Directive 2023/970 has not yet been transposed. Displaying it is nonetheless recommended: it will become mandatory and already improves application quality.
Which criteria are prohibited in a posting?+
Article L1142-1 prohibits mentioning the sex or family situation of the candidate sought. More broadly, Article L1132-1 prohibits discrimination on numerous grounds (age, origin, health, beliefs, etc.). Hiring discrimination carries criminal penalties.
Can I ask a candidate for their last salary?+
Directive 2023/970 provides for banning that question once transposed. The best practice is already to communicate a range rather than ask the candidate about previous salaries.
Which channel should I use to distribute a posting?+
France Travail for maximum, free coverage, LinkedIn to target managers and passive candidates, the careers page for employer brand. A budget of a few hundred euros is often enough for an SME.
How many candidates should I expect per posting?+
It varies widely by channel and market. A well-structured posting with a salary range attracts better-targeted applications; aim above all for a good rate of relevant applications rather than raw volume.
How long should a well-run recruitment take?+
Around three to four weeks: phone screen, interview, feedback, then offer. Announcing this timeline clearly reduces withdrawals.
Is it legal to reject a candidate who is not fluent in French?+
Yes, if fluency in French is a genuine occupational requirement for the role. No, if it is not (indirect discrimination). Justify the requirement in the posting.
Key takeaways#
- An effective posting is structured in six blocks: title, context, responsibilities, profile, salary, process.
- The salary range will be mandatory (Directive 2023/970, not yet transposed in France) and already improves application quality.
- Prohibited mentions: sex, family situation, age limit, salary-history requests.
- A transparent process (stages, timeline, named contact) clearly reduces withdrawals.
- Distribute on at least three channels: France Travail, LinkedIn, careers page.
- Measure and adjust: response rate, withdrawals, application quality.
Official sources#
Article written by Samuel HAYOT
Chartered Accountant, registered with the Institute of Chartered Accountants. Certified Pennylane trainer.
Regulated French accounting firm based in Paris 8, whose founder is also a statutory auditor, built to support companies across France with a digital and decision-oriented approach.
Sources
Official and operational sources cited for this page.
- Légifrance — Article L1132-1 du Code du travail (non-discrimination)
- Légifrance — Article L1142-1 du Code du travail (mentions dans les offres)
- EUR-Lex — Directive (UE) 2023/970 (transparence des rémunérations)
- Service-Public — Discrimination à l'embauche
- Travail-Emploi — Offre d'emploi et embauche : les droits du candidat
- CNIL — Le recrutement et la gestion du personnel (RGPD)
This topic is part of our service French payroll outsourcing | DSN, payslips, HR
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