A recent study uncovered that for job seekers looking for opportunities on LinkedIn, one of the most important pieces of information they want to know is the salary range.

In fact, the study found that nearly 95 percent of LinkedIn users said employers should include a salary range in job postings on LinkedIn.

Still, according to SHRM, only 12 percent of job advertisements offer wage information.

Salary transparency is not the only thing candidates expect from a job posting.

For over a half of surveyed professionals, the most essential details employers should provide on a LinkedIn to encourage them to apply are job title (69 percent), location (62 percent ), job summary (61 percent ), type of employment (58 percent), benefits (58 percent), key duties (54 percent), and essential skills together with experiences (53 percent).

As for the job ad, the study proved that using ageist or sexist language results in a negative approach towards the company.

62 percent of respondents feel negative or very negative when they see discriminatory language, and 69 percent said they are likely or very likely to skip such job ads on LinkedIn.

At the same time, job seekers look favorably at spiced-up job titles. Using words like “rockstar” or “Jedi” is perceived positively or very positively by 64 percent of the respondents.

According to the study, one of the worst things employers and recruiters on LinkedIn can do is to ghost a candidate.

62 percent of surveyed professionals have a negative or very negative attitude toward companies doing so, with 63 percent saying they are likely or very likely to avoid applying for jobs from employers guilty of ghosting them moving forward.

Still, 73 percent of employers openly admit they have ghosted a candidate in the past year.

Among other LinkedIn recruiting pet peeves, respondents pointed to the too generic messages (58 percent), mismatch the job opportunity to candidate level (57 percent). company’s poor LinkedIn presence (55 percent), overusing buzzwords or corporate jargon (52 percent), grammatical mistakes in the outreach message (51 percent), calling the candidate by the wrong name (28 percent), and disrespectful or too pushy approach to a candidate (26 percent).

Being too pushy in general means sending too many follow-ups. 64 percent of candidates tolerate a maximum of two reminders.

Recruiters should also be careful about the time-consuming and complicated application processes. 64 percent of job seekers find it annoying when they have to fill in an application form after submitting a resume through LinkedIn. Moreover, most of them perceive interview tasks as annoying (for 15 percent slightly annoying, for 34 percent quite annoying, and for 14 percent very annoying).

Source: Passport Photo Online