Writing Effective Job Advertisements

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

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?

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 :)

Are your job descriptions unintentionally turning away diverse talent? 🤔 In many organizations today, a recurring issue persists despite the company’s commitment to diversity: job postings aren’t attracting a diverse pool of candidates. While the leadership may be determined to ensure the company’s workforce reflects the diverse audience they aim to serve, hidden barriers within their hiring process may be unintentionally hindering progress. 🚩 🚩 Here is a list of phrases that should not appear in your job descriptions: 1️⃣ Rockstar” or “Ninja These terms can come across as masculine-coded or overly aggressive, potentially alienating women, nonbinary individuals, or those from cultures where such language is not common. 2️⃣ Native English Speaker This phrase can exclude candidates who are fluent in English but do not consider it their first language. Instead, use “proficient in English” if language skills are essential. 3️⃣ Must have X years of experience Rigid experience requirements can deter highly capable candidates with transferable skills but fewer formal years in the field. Focus on competencies instead. 4️⃣ Work hard, play hard This phrase might suggest a high-pressure, workaholic culture, which can alienate candidates seeking work-life balance, caregivers, or those prioritizing mental health. 5️⃣ MBA required or similar academic credentials Requiring advanced degrees when they aren’t truly necessary can exclude candidates with nontraditional educational paths or valuable real-world experience. 6️⃣ Fast-paced environment While common, this phrase can feel overwhelming or exclusionary to candidates with disabilities or those seeking more structured roles. Be specific about the nature of the work instead. 7️⃣ Culture fit This vague term can perpetuate unconscious bias and favoritism. Use “aligned with our values” or “culture add” to highlight the importance of diverse perspectives. 8️⃣ Strong verbal and written communication skills While valid in some roles, this phrase might dissuade neurodivergent candidates or those for whom English isn’t their first language if not clarified. Specify what kind of communication skills are truly needed. ✍️ By replacing these terms with inclusive, skill-focused language, organizations can craft job descriptions that not only attract a broader and more diverse pool of talented candidates but also align more closely with the diverse customer base they aim to serve. #InclusiveRecruitment #DiverseTalent #HRInnovation #InclusiveWorkplace #AttractTopTalent ________________________________ 👋 Hi! I am Luiza Dreasher, DEI+ Strategist and Facilitator. Looking to create meaningful change within your organization? I can help you implement successful and long-lasting DEI strategies that foster inclusion, attract diverse talent, and drive innovation. Let’s connect to explore how we can achieve your goals together!

🌈 Creating LGBTQ+-Inclusive Job Descriptions: A Guide for Progressive Employers Key elements every inclusive job description needs: 1️⃣ Start Strong with an Inclusive Introduction "[Company] is proud to be an equal opportunity employer celebrating diversity. We actively welcome applications from all backgrounds, including LGBTQ+ candidates." 2️⃣ Use Gender-Neutral Language ❌ "The manager will lead his team" ✅ "The manager will lead their team" 3️⃣ Highlight Inclusive Benefits • Transgender-inclusive healthcare • Domestic partner benefits • LGBTQ+ employee resource groups • Mental health support 4️⃣ Make Your Commitment Clear "We create a workplace where all employees, regardless of sexual orientation, gender identity, or expression, can bring their whole selves to work." 5️⃣ Focus on Skills, Not Stereotypes ❌ "Young, energetic individual" ✅ "Candidate with fresh ideas and innovation" 💡 Pro Tip: Review your job descriptions regularly to ensure they remain inclusive and welcoming to all candidates. What other elements do you include in your inclusive job descriptions? Share in the comments! 👇 #LGBTQ #Inclusion #HR #Recruiting #DiversityAndInclusion #EquitableHiring #WorkplaceCulture

Don't let your Job Description be a laundry list of responsibilities without spelling out what the actual day-to-day work will look like. Here's a breakdown of a role, for instance, in Talent Acquisition, to illustrate how detailing can be helpful: Intake: 5% Dive into meetings with Hiring Managers, grasping their urgent needs. It's all about asking the right questions to sketch a clear talent and engagement strategy. Research: 5% Delve into the competitive talent landscape. Here, you're a researcher, creating talent maps based on candidate prototypes. Sourcing & Engagement: 60% This is where the magic happens. Use creative search techniques to find and engage passive technical talent from the maps you created. Develop long-term engagement plans, making every interaction count. Screen and Match: 25% Evaluate technical skills and delve into candidates' motivations and values. It's about matching the right talent with the right company, making impactful connections. Measurement and Strategy: 5% Analyze conversion rates and effectiveness of strategies. It's a constant process of learning and refining your approach. Now a candidate can look at this breakdown and self-select out if spending the majority of their time sourcing isn't aligned with their career ambitions at this time. Another way this is useful is that this can now act as a basis of your interview plan. You can build each interview to cover one of these key areas. On the back-end you could create some weighting of specific skills to help you make a hiring decision: *Numbers are completely made up* Sourcing hard-skills: .6 Communication: .2 Data and strategy: .1 Research: .1 Now when you have candidates that are stronger or weaker in specific areas, it's easier to stack rank against the most important aspects of the job. Push your Hiring Managers to describe the projected percentage of time the person will be spending on specific tasks. In the case there is some unknown, you can still do the skill-set ranking based on what the anticipated scope of work will be. #recruiting #hiring #techrecruiting

Candidate Experience is not just about the big moments; the small touchpoints matter too. 💡 Start focusing on these commonly overlooked touchpoints and start attracting more qualified candidates: 1.    Streamline the Application Process Remove unnecessary questions and steps from your application form and make it mobile-friendly. 2.    Personalize the Process Stop using no-reply email addresses, use candidate names & pronouns in all communication, and be mindful of what days of the week you reject candidates. 3.    Set Clear Expectations Share details of the process and timeline, and help your candidates prep for interviews by sharing the interviewer’s profile and the topics that will be discussed before the interview. 4.    Timely Feedback Share feedback with candidates! There are a ton of ways you can do this without getting into legal trouble, so stop hiding behind that tired excuse… Your company’s reputation in the eyes of candidates plays a huge role in attracting qualified talent. #candidateexperience #talentacquisition

Gone are the days when ping pong tables sealed the deal. Now candidates want to know if we promote from within before they'll even take a second call. Everything about recruiting has flipped.  Here's what wins top talent in 2025 (and what to stop doing immediately): 1. Explain why specifically you need THEM Generic outreach = instant delete. Name exactly which project caught your eye. Which skill they have that others don't. Which problem only they can solve. Not "impressive background." Name what made you stop scrolling. 2. Give REAL salary ranges upfront "Competitive compensation" kills trust. Post the range. If base is below market, break down total comp. Show equity upside. Hidden ranges signal hidden problems. 3. Carve out clear promotion paths Skip "growth opportunities." Show actual tracks: Individual contributor to senior roles. Management requirements. Lateral moves. Real examples from real employees. 4. Start manager introductions early Some wait too long to pull in the future manager. Flip it. Let candidates meet who they'd report to in round one. The #1 reason people quit is their manager. Let them evaluate fit early. 5. Lay out the interview process roadmap "Multiple rounds" means nothing. Be specific: Recruiter screen (30min). Technical Exercise with team lead (1hr). Manager conversation (45min). Timeline for each stage and what to expect. 6. Explain how they'll learn and grow Show the path: "You'll work on X project that teaches Y skill. Previous person now leads Z team. Learning budget. Mentorship structure." Connect today to their future. 7. Show proof people actually advance "We promote from within" needs evidence. Share percentages. Name timelines. Show senior team who started junior. Make progression tangible. WHAT'S COSTING YOU TOP TALENT - Generic LinkedIn spam - Hiding salary until offer stage   - 6+ interview rounds - Ghosting candidates - Pitching perks over progression 65% of professionals feel stuck (Glassdoor). 70%+ only join companies that help them thrive alongside AI (Deloitte). 85% of employers plan large-scale upskilling (World Economic Forum). Some recruiting teams still pitch “perks”. TAKEAWAY Every candidate asks one question: "Will I be better off in 2 years." Your ping pong table doesn't answer that. It never answered that :p Clear promotion paths do. Great managers do. Proof of advancement does. Fix your story before your perks.

I read a lot of job postings. Many are full of crap. But what does a worker-first job posting really look like? There are 7 things that jobseekers deserve—need!—to have communicated clearly and respectfully: 1. The job title. (That’s a given, but you’d still be surprised how many employers create silly, nonsensical titles that mean nothing.) 2. The pay. (I tell employers who really want to stand out to put this in the job title, like “Director of Public Relations — $92,000.”) 3. The employer’s name. (Don’t use a blind ad. There’s absolutely no reason for that. Jobseekers deserve to know who they're applying to.) 4. The location. (In-person, remote, or hybrid, and the precise expectations for the latter.) 5. The actual duties and qualifications. (Not a generic boilerplate list that AI gave you.) 6. How this person will rank in the hierarchy, and what kind of a team and resources they have. (Do they report to the CEO or the marketing coordinator? Are they a manager or an individual contributor with a deceptive-but-snazzy title?) 7. How to apply, and what the next steps look like. (Give people an idea of when they’ll hear from you and what the steps in the process will be.) What's on your must-include list? Tomorrow: What *employers* think is important to put in a job posting. #jobs #commsjobs #delawarejobs #philadelphiajobs #jobpostings #hiring #recruiting #dejobs #pajobs #phljobs

I used to think the hardest part of hiring was sourcing candidates. Turns out, most firms lose the best talent before interviews even begin, because of subtle bias in job descriptions and unstructured interviews. Here’s what I learned: 1. Unbiased Job Descriptions Matter Gender-neutral language: Replace “he/she” with “they/their,” and swap masculine/feminine-coded words for neutral alternatives like “goal-oriented” or “team-player.” Clear, accessible language: Avoid jargon, acronyms, and long lists of “must-haves” that unintentionally filter out qualified candidates. Inclusive titles: Use “software engineer” instead of “rockstar coder,” “firefighter” instead of “fireman.” 2. Structured Interviews Reduce Bias Standardized questions: Ask every candidate the same questions in the same order to avoid “likability bias.” Scoring rubrics: Grade answers objectively on merit, not gut feeling. Behavioral + situational questions: Focus on skills and past performance, not shared backgrounds. Diverse panels & limited chit-chat: Multiple perspectives + minimal small talk reduce affinity bias. Here’s the kicker: these simple practices don’t just make hiring fairer, they make it smarter. Firms using inclusive, structured approaches attract more qualified, diverse candidates, shorten time-to-hire, and build teams that actually perform. If you’re still relying on old-school job posts and free-flow interviews, you’re leaving talent and revenue on the table.