Job Posting Strategies

Honestly if I see another generic old JD disguised as an advert 🤯...I figure if you're going to go to the effort (and spend the money) for advertising roles, then you should do a good job of it! ❌ Stop Copying and Pasting Job Descriptions Urgggh, another laundry list responsibilities that read like the terms and conditions on a website. Or worse, very little information on what you're looking for. No-one wants gets excited reading through 15 bullet points. ✔️ Instead of saying, "You’ll be responsible for managing social media accounts," say, "You’ll play a critical role in shaping the online voice of a brand that reaches millions." Which sounds more appealing? ➡️ You're Selling a Role, Not Just Offering a Job Think of your job posting like a marketing campaign. You’re selling a career opportunity, not just a position to fill. What’s exciting about the job? Why should someone leave their current role to join your team? Highlight the things that matter to real candidates—career growth, innovation, challenges, and culture. Candidates want to know: - What’s in it for them? - How will their work be valued? - What’s your company’s culture like? ✔️Focus on what makes your company and the role unique. Avoid vague statements like "competitive salary" or "great benefits." Be specific—do you offer remote work, flexible hours, or development programs? Are you working on industry-shifting projects? Sell it! ⁉️Are You Offering What People Actually Want? 💲It’s 2024, and people want to know what they’re getting into. If you’re hiding behind ‘salary negotiable’ or refusing to disclose a range, you’re probably losing out on the best people. Be upfront—if you value talent, show it with the offer. 🤸Flexibility and Work-Life Balance: Remote work? Hybrid options? These are no longer ‘nice-to-haves’—they’re often deal-breakers. If you’re stuck on requiring people to be in the office five days a week, you’re narrowing your candidate pool dramatically. Be clear about how you accommodate people’s lives outside of work. 🌷Growth Opportunities: Talented professionals want roles where they can grow, not stagnate. Are you providing opportunities for mentorship, upskilling, or leadership development? Be vocal about these options in your job postings. No one wants to jump ship for ‘just another job.’ They want a challenge, a growth opportunity, and a place where they can make a real impact. Are you offering that? The first person that DM's me their job advert that needs some love, gets it done for free. Go.

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 :)

I have a lot of friends in the job market and many of them are saying the same thing......companies need to do better with their job postings—and it’s costing them top talent. Far too often, organizations post roles with unrealistic expectations: asking for 10+ years of experience for an entry-level role, requiring proficiency in a dozen niche tools that may not even be critical, or offering salaries far below market value. Candidates quickly spot this, and qualified talent moves on to employers who respect their time and expertise. For example: Asking for “10+ years in cloud security” for a mid-level analyst position turns away eager, capable candidates who have 5–7 years of solid experience. Listing multiple programming languages, advanced certifications, and leadership experience for a junior developer role creates a “wish list” rather than a realistic hiring target. A hiring process that drags for 3–4 months, with multiple interviews and no timely feedback, often leads candidates to accept faster, more organized offers elsewhere. To attract and retain the right talent, companies should: ✅ Align experience requirements with the role – focus on capabilities, not arbitrary years. ✅ Offer competitive, transparent compensation – back it with market research to avoid surprises. ✅ Streamline the hiring process – communicate timelines, consolidate interviews, and respect candidates’ time. Hiring is more than filling a role—it’s about building a team that drives growth, innovation, and operational success. Companies that take these steps create trust, improve candidate experience, and gain a strategic advantage in the talent market. Bottom line: If your job postings don’t match reality, your best candidates won’t wait around. #TalentAcquisition #Hiring #Recruitment #CandidateExperience #Leadership #HRStrategy #EmployerBrand #WorkplaceCulture

Most job postings fail before candidates even apply. They treat job searching like a transaction when it's actually deeply emotional. Working on Beesla's mission to eliminate ghost listings and keyword spam showed me three psychological factors recruiters consistently miss: Decision fatigue from irrelevant opportunities. Fear of rejection driving overqualification. Need for purpose beyond just job functions. The solution isn't better algorithms. It's better understanding. Job seekers want to feel seen, not processed. They want real and relevant opportunities that align with their interests, skills, and values. Not just their previous job titles. When you write postings that speak to these deeper motivations, candidates don't just apply. They engage authentically. The companies winning top talent aren't just posting jobs differently. They're thinking about career discovery differently.

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

Your job posting has been live for 60 days. You've gotten 200 applications. And not one of them is the leader you actually need. That's not a sourcing problem. That's a strategy problem. The executives who would transform your business? They're not on job boards. They're not scrolling LinkedIn looking for "open to work" opportunities. They're busy. They're successful. They're not looking. Which means you have to find them. That requires: → Market mapping to identify who's out there → Targeted outreach that gets their attention → A compelling pitch that makes them curious Posting and waiting is a strategy for filling seats. Proactive search is a strategy for building a leadership team. Which one are you running? #ExecutiveRecruiting #TalentStrategy #Leadership

Does it matter where your job seekers apply? Recent data proves how much where you apply impacts job search success. As coaches, we know that referrals and company career sites have consistently generated high-quality hires and impressive conversion rates. What’s changed? Volume. Today’s recruiters now screen 3x as many applicants per hire compared to just a few years ago. Direct inbound applications and job boards drive huge numbers, but their share of actual hires—and especially quality-of-hire—often lag behind referrals and strategic company channels. Recent reports (see links below for Ashby’s and CareerPlug’s) show: ⚠️Job boards provide sheer volume, but not all channels deliver the same results when it comes to getting hired or thriving in a role. 🚨A new report from Sam Wright at Huntr shows Google Jobs has the best response rate for job boards, but don't forget the power of niche boards. 👀Referrals remain steady as a top-performing source for hiring rates and long-term success, across industries. Understanding source of hire data helps clarify why where you apply matters now more than ever. ➡️See below for the CareerPlug applicant source breakdown.) Smart job search includes strategies aimed at referrals, direct connections, *and* tailored company submissions make it easier for candidates to stand out in a crowded market. What job search strategies are you recommending to your clients this year? CareerPlug report: https://lnkd.in/g4RJpj69 Huntr report: https://lnkd.in/gJW_dbAr Ashby report: https://lnkd.in/gTTJzUzu Build a comprehensive job search strategy with your clients! Join the Certified Hidden Job Market Coach program: https://careertl.com/chjmc #careercoaching #sourceofhire #recruitingtrends #jobsearchstrategy

Confession: When I had an open job to fill, I posted the job description. 😧 I just didn’t put it together I was actually marketing my company to potential future stars. Yes, I was blowing it. Job descriptions—the ones that read like they were written a decade ago and inspire exactly no one—are not effective job postings. Here's a better approach: ▪ Collaborate with your marketing team: They know how to sell not just products, but also visions and dreams. ▪ Talk about your culture: The good, the bad, and everything in between. Authenticity wins. ▪ Highlight the benefits and challenges: Let candidates know exactly why they should want to work with you and what hurdles they might face. ▪ Be strategic with requirements: Include essential qualifications but focus on why someone would press ‘submit’ on your job. Job postings should create a compelling invitation to join your team. Who's doing this well?

How can a Job description have a $50,000 salary range swing? Your Salary Range Is Repelling Top Talent. And it’s easy to see why. Answer these questions... • Are you hiring two completely different skill levels? No, then fix it. • Are you unsure what the role is actually worth? Ask, We can let you know. • Are you hoping to "get lucky" and pay the lower end? Funny, Real funny Candidates see this, and they run... Fearing that the bottom is where you will land. Here’s how to fix it: 1. Define the Role’s TRUE Value • What impact does this role have on the business? • What’s the real market rate for this level? • What do your best performers in similar roles earn? 2. Tighten the Salary Range • Keep it within a 10-15% difference, not 40% • If you’re open to junior AND senior candidates, make two job posts • Ensure the top of the range is actually competitive 3. Be Transparent & Competitive • List the right salary range upfront—no games • Pay at the top of the market for A+ talent • Adjust based on demand—great hires aren’t cheap Hiring Is a Two-Way Street. If you want top candidates, respect their time and value. They’re not negotiating down. They’re walking away. Want help optimizing your hiring strategy? DM me. If not, enjoy filtering through unqualified resumes, all 200 of them.