Writing Effective Job Advertisements

Today's job descriptions are awful. They drive away top talent and waste everyone's time. Here are 8 things every great job description should include: 1. A Realistic Salary Range Sorry, but $0 - $400,000 isn’t a real range. You’re not fooling anyone with this. You’re just telling candidates that you think pay transparency isn’t something you’re serious about. 2. Location Transparency Remote means remote. Fully in office is fully in office. Saying a position is “remote” only to mention it’s hybrid or in office at the bottom doesn’t help anyone. 3. Clear, Realistic Qualifications Listing every platform, skill, and qualification imaginable in an industry isn’t realistic. Get clear on your needs and goals, research the specific skills this hire needs, and include them by name. 4. Who Will Excel in This Role Outline the ideal hire for this role, including: - Traits - Tendencies - Work Style - Cultural Fit Be specific and share examples! 5. Who Isn’t a Fit for This Role Outline who wouldn’t be a good fit for this role, including: - Expectations - Tendencies - Work Style - Cultural Fit Be specific and share examples here too. 6. Describe What Success Looks Like Describe what success will look like for this hire, including: - Tangible Goals - How Goals Are Calculated - How Goals Are Monitored - How Employees Are Supported In Reaching Goals 7. Describe the Team Culture Culture is key for both employers and employees. Describe yours including: - Work Style - Boundaries - Values - Expectations 8. Outline the Hiring Process Include a step-by-step timeline of the hiring process, including: - How many rounds - Stakeholders involved - Estimated response times Then stick to it. What did I miss?

Generic, boring recruiting emails aren't cutting it anymore. Here's the reality: While 76.6% of outreach gets opened, only 22.6% get replies, and of those, around 50% are “thanks, but no thanks”—which means they’re not interested. So, we analyzed over 4 million outreach sequences sent through Gem to uncover what actually drives engagement. 💡 Here are 8 factors that move the needle: 1. Strategic timing The best send times are… - 8 am (68.0% open rate) - 4 pm (67.3% open rate) - 10 am (67.0% open rate) 2. Weekend advantage Few recruiters send weekend outreach, but these messages perform exceptionally well (≥66% open rates). 3. Message length Keep initial messages between 101 to 150 words. You can deliver the essentials in fewer than 10 sentences. 4. Deep personalization Highly personalized messages see a 73% engagement rate. Using tokens like first name or company name can increase open rates by up to 5%. 5. Subject line optimization The sweet spot is between 3 to 9 words… …though some subject lines as lengthy as 11 words still see good open rates if they’re catchy. Pro tip: Include company names and job titles for higher open rates. 6. The 5-stage sequence When you follow up strategically with 5 messages, you'll see 2x more replies and achieve nearly 68% higher "interested" rates than one-off emails. After stage 5, engagement flattens completely. 7. Leadership involvement Having your hiring manager or executive send one of the follow-ups improves reply rates by over 50% (yet only 22% of recruiters are using this tactic!). 8. Role-specific timing For technical roles, 3 out of the top 4 send times fall on weekends. For non-tech roles, stick to typical business hours. Want to see more best practices from top TA teams like Robinhood, Yext, Anthropic, Zapier, and Roblox? Download our full guide here: https://lnkd.in/gRDfiamg

How does a company with 1000 people end up with fewer than 20 Black people or less than 10% women? It’s called “diversity debt” — the idea that if your company consists primarily of a specific type of person by hire number 10, it’s basically impossible to get representation back on track. No one wants to be a DEI hire. When we were recruiting for Chezie, a company with an explicit mission to build more diverse and equitable workplaces, we knew we couldn’t fall into this trap. We had to figure out how to promote fair recruiting practices from day 1. Here’s what we did: 1. Encouraged all to apply: We know long lists of requirements can scare people off, so we made sure to include a note encouraging candidates to apply, even if they didn’t check every box (pictured below!). More and more companies are doing this these days, which we love to see. 2. Posted clear compensation ranges: Transparency is huge for us, so we shared salary and equity details upfront in every job posting. This keeps us accountable and helps us avoid perpetuating pay gaps. 3. Standardized the application process: Every candidate went through the same @Airtable form with screener questions, which made sure we evaluated based on qualifications, not biases. 4. Sourced diverse candidates: We intentionally reached out to underrepresented communities. For example, we used Wellfound’s diversity feature filter to invite people directly to apply. 5. Accommodations-Ready: Before interviews, we asked candidates if they needed any accommodations because everyone should feel comfortable and supported during the process. You can hire for merit and make your process more inclusive at the same time. I promise. As the founder ecosystem becomes more diverse, I think more founders will prioritize building teams the right way. For any founders hiring or who’ve recently hired, what did you do to build equity into the process? #recruiting #startups

“We’re Hiring”, “Join our Team” ! The Post No One Cares About A recruiter once told me, “We post job openings, but we barely get good applications.” I asked to see their post. It read: “We’re hiring! Join our team. Exciting opportunities await.” That was it. No story, no hook, no reason to care. Now, here’s what’s interesting—Harvard Business Review states that 75% of professionals are passive candidates. They’re not actively looking for jobs, but they might consider one if it speaks to them. So, who is your job post really reaching? You’re missing three key groups: The Passively Interested – People who aren’t job-hunting but could be intrigued if you tell a compelling story. The Influencers – Friends, family, and colleagues of potential candidates. If they resonate with your post, they’ll share it. The Future Hires – Those who may not apply now but will remember your company when the time is right. A Gallup study found that 70% of a company’s ability to attract top talent comes from how it tells its story. So, before you hit “post” on another generic hiring update, ask yourself: ✅ Does this make someone feel something? ✅ Does it show why this role matters, not just list requirements? ✅ Does it make people want to engage—even if they’re not looking? Because hiring isn’t just about announcing jobs. It’s about making people want to be part of something bigger. And, recruitment isn’t about job postings—it’s about storytelling. What are your thoughts on such posts ? #hiring #linkedin

Your job postings are repelling top talent. Here’s why. Most companies think about hiring people like this: "We need to fill this position.” But here's the reality: Top talent isn't looking for positions. They're searching for stories they can be part of. The biggest mistake companies make in job postings? They sell jobs. Not journeys. This is what I mean… Two identical roles. Two different approaches. First approach: "Senior Project Manager position available" → 47 applications Second approach: "Lead our expansion into Asia, build teams across 5 countries" → 312 applications The difference? One offered a job. The other promised a journey. Here's what most companies do vs. what they should do: Traditional Approach: ↳ Lists responsibilities ↳ States requirements ↳ Mentions salary range ↳ Describes benefits package The Journey Approach: ↳ Shows growth trajectory ↳ Paints future possibilities ↳ Reveals mentorship programs ↳ Demonstrates impact potential ↳ Highlights learning opportunities Because exceptional candidates don't just want: - A salary - A title - A desk They want: - Impact they can measure - Challenges that stretch them - Stories they'll tell for years Here's what I've learned about attracting top talent: 1. Paint the future, not the present 2. Show growth paths, not job descriptions 3. Highlight challenges, not just responsibilities 4. Share the 'why,' not just the 'what' The companies winning the talent war aren't selling jobs anymore. They're offering chapters in people's life stories. And that's what makes all the difference. Share in the comments if you’ve experienced great hiring 👇 🔔 Follow me (Mostyn Wilson) for more insights on career development. __ P.S. Enjoying these insights? Subscribe to my newsletter for fortnightly deep dives: https://lnkd.in/eE287NTG

Yesterday I wrote a hiring post that got 50,000 impressions and generated dozens of applications Depending on how you want to look at it, this saved CoLab $1,700-$30,000+ Here's how you can do it too: First of all, the bar for hiring posts is LOW Most people just share a link to the role with the auto generated "I'm hiring! Know anyone who might be interested?" Do better than that and you're already ahead of 90% of people. Some tips: 1) A hiring post is a marketing exercise. Differentiate the job. I didn't post about just any AE role yesterday. I described the exact stage of growth that CoLab is in and why that might be ideal for our ideal candidate. I got lots of messages like "thanks for your candor" or "that really resonated with me" 2) Know your ICP. Yesterday, I was recruiting for sales. And I spoke directly to their pains: In small startups, there's often not enough pipeline. In big companies, you're a cog in the machine. The people that applied felt one of these pains in their current role (some of them even reached out and told me which one!) 3) Flex your copywriting skills! Cut the buzzwords. Make your post easy to read. Make the message clear. When a prospective candidate reads it, they should know immediately if they are the type of person you're looking for or not. 4) Check the boxes on social media best practice. Original content gets way more reach than re-sharing, so take the time to write something original. Engagement from other people will boost the post, so encourage it (not just from prospective applicants, but from anyone in your network that wants to see you succeed) Shout out to everyone who engaged with my post yesterday. I appreciate you! 5) Give when you can and take when you need to I've spent 4 years building in public and sharing insights with this community. That goodwill goes a long way when you need to make an ask -- Whether it's recruiting or searching for a job yourself. If you want to engage the top 1% of talent, you need to be in a recruiting mindset 24/7/365! #hiring #recruiting

Are your role requirements excluding Disabled Individuals? Here are four of my personal icks when it comes to role requirements. **Must be able to work in a fast-paced environment** Not everyone navigates and interacts with the world in the same way. Some of us might take a little longer to complete tasks because of barriers that you probably aren't even aware exist. Adjustments/ accommodations might help us overcome some barriers, but this statement doesn't consider this and instead creates a barrier from the offset. **Must have strong verbal communication skills** This statement may exclude candidates who are Deaf, Neurodivergent, Autistic, or have Speech Disabilities. This does not mean these individuals cannot communicate. It just means they may excel at communicating through other means like sign language, written communication, or the aid of assistive technologies, etc… **Must hold a Degree** Education is a privilege. Many Disabled individuals have struggled to receive an equitable education. Meaning we have not had the same opportunities. We might have struggled with barriers resulting in us leaving education. By enforcing this requirement, you are potentially excluding a chunk of Disabled candidates. **"Must hold a driver's license"** This one is my biggest pet peeve. If a person is applying for a role such as Bus Driver, Taxi Driver, Race Car Driver, etc., then ask for a license. But if it is an office-based role, etc., then this shouldn't even be a requirement. If travel is required, an adjustment/ accommodation should be made for alternative travel arrangements. But again, unless I'm applying to be a race car driver, please stop excluding Disabled folks who are unable to legally drive. What are your personal icks when it comes to exclusionary job descriptions? Image Description: A dark background with outlines of stick figures representing non Disabled folks. Scattered across are solid blue and orange stick figures representing visible and non-visible Disabilities. A white text box reads, "Whether it's intentional or unintentional your job description might be creating barriers that exclude Disabled candidates. Meaning it might be ableist.” #TuesdayThoughts #DiversityAndInclusion #DisabilityInclusion #Ableism

🚀 Analyzing Common Mistakes in AI Job Descriptions that Recruiters are Making 🚀 Are you struggling to attract suitable candidates for your AI-related role, such as AI Architect, AI Director, or AI Strategy VP? 📉 It might be time to reevaluate your job descriptions! Supporting my students and mentees in their recruitment journeys, I've found that mistakes in job descriptions can severely impact the hiring process. Here are some common pitfalls to avoid: 1. **Vague Job Titles**: Ensure your job titles are precise. For instance, use "Senior AI Architect" instead of a generic "AI Expert." 2. **Overemphasis on Specific Tools**: While knowing specific tools is essential, don't alienate great candidates by demanding expertise in every tool. Focus on adaptable and broad skill sets. 3. **Not Including Growth Opportunities**: Candidates want roles where they can advance their careers. Highlight the growth potential within your job descriptions. 4. **Unrealistic Expectations**: Avoid setting the bar too high with requirements like a master's degree plus ten years of experience for an entry-level role. Balance ambition with realism. 5. **Neglecting Salary Information**: Be transparent. A salary range can make your position more appealing and filter appropriate candidates. 6. **Failure to Describe Role Impact**: Emphasize how the role contributes to the organization. Motivated candidates are often driven by meaningful work. 7. **Poorly Structured Descriptions**: Make your job descriptions readable with clear, concise language, bullet points, and structured formats. 8. **Outdated Descriptions**: Roles evolve. Regularly update job descriptions to reflect current responsibilities and requirements. 9. **Inadequate Company Information**: Include your values, mission, vision, and accomplishments. Make candidates excited to join your team. 10. **Weak Call to Action**: Encourage applications with a strong CTA. Provide clear instructions on how to apply. 11. **Relying Solely on Job Boards**: Diversify your approach. Use social media, your company website, and professional networks to reach a broader audience. 12. **Neglecting the Candidate Experience**: Communicate consistently with candidates. Acknowledge applications and provide timely feedback to maintain a positive impression of your organization. Let's refine our job descriptions to entice the top-tier talent you need! 📈 Let's make hiring a more precise and efficient process for everyone involved. 👥 #Recruitment #Hiring #JobDescriptions #TalentAcquisition #AIJobs #CareerGrowth #InclusiveHiring #CandidateExperience #Mentorship #ProfessionalDevelopment

Today, I find myself reflecting on a troubling trend in job postings that claim inclusivity while subtly discouraging applicants with disabilities. A perfect example comes from a job description for a Communications Manager with the Washington Nationals. The LinkedIn algorithm suggested I'd be a top applicant. A chance to blend my love of communication and baseball? My interest was piqued. On the surface, it outlines standard communication responsibilities—drafting press releases, coordinating interviews, and managing media relations. All of these align perfectly with the skills expected of a professional communicator. But then comes the Physical/Environmental Requirements section, which demands: • Standing for long periods. • Walking long distances. • Climbing up and down stairs. • Lifting up to 45 pounds. For a role focused on media relations, where exactly does lifting 45 pounds come into play? These physical requirements raise serious questions. Let’s unpack this: The job description explicitly states that the Washington Nationals are "dedicated to offering equal opportunity employment and advancement…including disability." Yet, these physical demands feel like unnecessary hurdles, particularly for disabled professionals. This disconnect is more than an oversight—it's a systemic issue. Arbitrary physical requirements often serve as a quiet signal that disabled applicants may not be fully welcome. Job descriptions like this one, with their misaligned physical requirements, highlight a glaring gap between intention and execution. They inadvertently screen out highly qualified candidates, not because they lack the skills, but because the posting assumes physical ability is synonymous with competence. Nowhere in my 15 years as a communications professional have I been asked to lift 45 pounds. Employers must evaluate if physical demands are truly essential. Is there a genuine reason for a communications manager to climb stairs or carry heavy loads? If not, these requirements should be removed. Companies claiming to value inclusivity need to ensure their job postings reflect that ethos. Accessibility isn’t just about wheelchairs and ramps—it’s about eliminating unnecessary barriers in hiring. Postings should explicitly encourage applicants to discuss accommodations. A simple line—“We are happy to accommodate your needs to perform essential job functions”—can make a world of difference. Language matters. If a company’s goal is true inclusivity, they must start by removing arbitrary barriers from their job descriptions. Let’s make sure equal opportunity is more than just a tagline. We're clearly in the off-season and the Washington Nationals latest job posting is a strikeout. Hopefully their next Communications Manager can encourage the use of inclusive language. #DisabilityInclusion #InclusiveHiring #DiversityMatters #AccessibilityForAll #EqualOpportunity #AccessibleJobs #InclusiveEmployment #RepresentationMatters #Nationals #GoNatsGo

Nothing is a magic solution in job seeking. But everything you do is an effort in, better results out. Despite posting repeatedly on how to make a full effective job-seeking post, I still see many people write very short notes that just say what job they want. If someone only reads that one post about you, what have you actually told them? If you’re looking for work right now, here’s how to write a strong LinkedIn post, based on what has worked for thousands of successful hires: ✅ What to include in your post: 1. Highlight your experience in detail: studios, shipped titles, platforms. Or if you haven't worked before, any skills, projects, and talents of relevance. 2. Say what you bring to the table and accomplished with metrics, if at all possible 3. Be clear about what you’re looking for. 4. Include one sentence about what drives you. 5. Share a link to your resume and/or portfolio. 6. Thank those helping and ask directly for engagement. 7. Tag 2–5 key allies or organizations. 8. Optional extras: visa/work authorization, favorite accomplishments, strong headline. ❌ What not to do: – Don’t play the empathy card. Keep the focus on your skills. – Don’t say how long you’ve been looking. – Don’t be vague like “open to opportunities.” – Don’t write either a novel or something too short. But it does not stop with the post. The bigger differentiators come from how you present yourself everywhere on LinkedIn: ✅ Your profile – A good header image and clear headline – Crisp bullet points for every work experience, just like a CV – A summary that shows what motivates you and what you want next Don't have a wasteland profile with no info! ✅ How you engage – Reach out with non-transactional notes that show curiosity and reference something you’ve read or seen from them – Comment thoughtfully to add value, not just visibility – Share updates or insights that demonstrate your skills and perspective ✅ How you build relationships – Be generous with support for others, not just focused on your own search – Tag past collaborators, recruiters, and managers when it makes sense – Keep connections warm, not only when you need something I don’t mean to be a pain, but I repeatedly see very low rates of adherence to all of this. You are not doing it for me or for your health. It is data-proven to maximize your chances. There are so many chances to differentiate yourself. Will doing any of this magically get you a job? Absolutely not. But in an environment where only 15 percent will land a games role over 12 months and odds for any job are tough, every edge matters. Every angle you find to put your best self on display increases your chances. Please put in the work to take the free bonuses. I wouldn't encourage or challenge anybody to do anything I didn't do myself while working a 60-hour a week job or that I see many competitive candidates doing already. I know it is hard but it is worth it and essential!