How to Make Job Ads More Engaging

What if we made job postings more user-centric? Great products are designed with the customer in mind. Great hiring processes are designed with the candidate in mind. Their goals Their needs Their pain points Most job postings are at a huge disconnect from what job seekers are actually looking for when deciding what to apply for. Too vague Too wordy Too confusing Not enough info Unclear expectations  Filled with buzzwords Stifling qualifications lists Missing details candidates care about All this results in lower quality applicant pools, mismatched expectations, misaligned roles, frustrated candidates, and frustrated hiring teams. Instead of unhelpful jargon, cliched language, and cagey details, The best job postings are ones that share more specifics, not less. Things like:   Salary Benefits Start date Responsibilities Interview process Team and manager  Problems you will solve How performance is measured How you will grow in 3, 6, 12 months Meanwhile, the minimum qualifications should be less specific. Only put what is truly REQUIRED. Lengthy laundry lists of must-haves do no one any favors. (unless you're hiring unicorns and not humans). Hiring teams that take a more intentional, user-centric approach, even at something that seems mundane like writing job postings will see: Higher quality applicant pools Better prepared candidates More engaged employees For job seekers out there: What things do you find MOST helpful in job postings?  What things are LEAST helpful? For hiring managers and recruiters out there: What are some of your go-to best practices for writing job postings? Here's a Venn diagram I made of some of my favorites :)

More and more job descriptions look like copy-paste jobs from other listings. Or even worse, generic ChatGPT exports. Put any JD on LinkedIn right now and you will garner 100s of applications. But that's not a particularly helpful goal considering the top candidates you want to attract rarely apply to roles. The point of a JD shouldn't be a non-specific list of responsibilities and duties that give potential candidates little to no insight into what you're really looking for. Just as a JD should attract a small sliver of the best candidates, it should detract a majority of off-target applicants. Here's a few simple questions to think through in order to write an effective JD, particularly if you're a company without a lot of name recognization: 1) What is the 1 thing you want your perfect candidate to be the top 1% in the world at? 2) What is the UVP (unique value proposition) that would make a top prospect excited about your company? You should only lead with 2 or 3 UVPs that set your company and role apart. Here's some options on what your hiring UVP could be: a) Traction (Revenue, % growth, subscribers) b) Product that people love c) Mission (Be careful here, everyone is sick of empty missions) d) Impressive founders and team members e) Impressive investors f) First-to-market / category-creator g) Low employee turnover h) High Glassdoor reviews i) Ownership (Team size, budget, resources, founder direct report, lack of bureaucracy) j) Press mentions 3) What are the top 3 business-oriented opportunities that this hire should attack? 4) What are the sectors that this hire should ideally come from? Be specific here, and don't try to cast a wide net. If you're a healthcare company and really wants someone from healthcare, don't be coy -- just state it directly. 5) What is the scale of company this person should come from? Do you want someone who spent the past few years at sub-50 person startups? Or at FAANG? 6) What language are you using for JDs that can be written about any role at any company? Delete it all if it's not unique for this role. We all want to hire a "collaborative team player", so it's meaningless at this point and drudgery to read. We collaborate closely with founders and execs to craft custom JDs using these questions, and regularly get better candidates who response positively to not having to read another copy-paste job. In the comments is an example of the result of this process for a CMO role we're working on with Venus Et Fleur. Look, I get it, the CEO wants you to throw up a JD today to see who applies, and you just want to knock it off your to-do list. I'm very guilty of this too. But if you're not making your JD great, you're missing out on getting the best people on your doorstep.

Last year, my talent acquisition team started creating "Job Trailers" for all of our roles – short, engaging videos that give candidates a clear understanding of the position, the team, and what we're looking for. Candidates have responded incredibly positively; they really love them! 💡 Tip: These short, engaging videos provide a snapshot of the role, team, and what we're looking for, making it easier for potential candidates to envision themselves in the role – especially helpful if you're a fully remote organization, offering a virtual window into your company culture! Why Job Trailers? 🔹 Enhanced engagement: Videos are more compelling than text and accessible to share on social media, helping us reach a wider audience. 🔹Inclusivity: Videos cater to diverse learning styles, making the application process more accessible for everyone. 🔹Transparency: Provides a genuine look into the role and company culture, setting clear expectations for candidates. 🎬 Creating the Video: Creating the Video is simpler than you think. Partner with hiring managers or team members to showcase the role's responsibilities, team dynamics, and any unique perks. Remember, authenticity is key! A simple video shot on a phone is all you need! 📣 Sharing Your Masterpiece: Once your video is ready, embed it in the job posting or share it across social media platforms. Job Trailers are a win-win. They create a more transparent, engaging, and inclusive candidate experience while helping you attract top talent. (Picture below is a screenshot of the one I did last fall for the Candidate Experience Specialist!) #CandidateExperience #Recruiting #Hiring #JobTrailers #VideoRecruiting #TalentAcquisition #InclusiveHiring

Business Owners: I constantly see job postings that scream UNPROFESSIONAL. That’s a terrible reason to miss out on great talent. Does everyone in your org know what a good job post looks like? 👇 1. Clear and Specific Job Titles: Your job title is the first impression candidates have. Avoid jargon and keep it professional. Titles like "Senior Front End Developer" or "Junior Copywriter" are effective and straightforward. Avoid titles like “Ninja of Words.” 2. Concise Descriptions: Less is more! Aim for less than 300 words. Job seekers have many options, so a clear and succinct posting will capture their attention. 3. Highlight Essential Responsibilities: Focus on "must-have" duties and qualifications. Use bullet points to make it easy for candidates to scan and understand what you’re looking for. 4. Clearly Communicate Your Mission and Values: Candidates want meaningful work. Make sure to highlight your company’s culture and mission, as 79% (!!!) of job seekers consider these factors before applying. 5. Optimize for Searchability: Use relevant keywords and phrases to ensure your posting reaches the right candidates. If you need “MS-DOS 1.07” mastery, say so! If you don’t know what that means, congratulations on being younger than me! 6. Create Urgency: Encourage prompt applications by setting clear deadlines and highlighting exciting projects. 7. Consider Flexibility: If possible, offer remote work options or relocation packages. This can significantly boost your applicant flow. Your job posting is an *advertisement* for your company. Invest the time to make it engaging and informative, and you’ll attract candidates who are not only qualified but also aligned with your values. Anything I missed? Share your thoughts below! #Hiring #JobPostings #Recruitment #CompanyCulture

Struggling to attract top talent? Your job descriptions might be the problem! Too many job ads are just a laundry list of tasks, qualifications, and experience requirements. If that’s all you’re offering in a candidate-short market, don’t expect top talent to come knocking... A great job description should excite and inspire - not just inform. The first paragraph should instantly grab the readers attention by showing why this role is special compared to similar jobs elsewhere. Here are some prompts to make your next JD stand out: 💡 What makes this role unique? How is it different than the 20 other vacancies your competitors are also hiring for? 💡 Why will candidates feel proud to work here? What can they tell their friends and family about what they do? 💡 How does this job make a real impact? 💡 What growth, learning, and mentorship opportunities exist? 💡 What are the must-have skills? (Put these upfront to filter out unqualified applicants.) 💡 What’s the company’s vision and trajectory? 💡 What is your employee tenure like? Why do your current employees love working for you? The best job descriptions don’t just list requirements—they sell the opportunity. Make every word count. What else do you think makes a job ad exciting? Drop your thoughts below! 👇