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.
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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.
Regulated French accounting and audit firm based in Paris 8, 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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