How to Write Job Ads That Attract Global Talent

Can't Sell the Role, Can't Hire the Talent.. As a 20-year industry specialist recruiter, I've learned a valuable lesson from client intake calls: you're unlikely to attract A-level talent if you can't effectively explain or sell a role to your recruiter or potential candidate. Here's an example of how these calls typically go: HR or Hiring Manager: We're looking for someone with 5-8 years of (insert specialty) experience and specific skills and category knowledge. Me: So, if I understand correctly, you're seeking someone who has already performed this job or is in a similar position. HR or HM: Yes, that's correct. Me: I see. I understand the qualifications you're looking for. However, considering similar compensation, commute time, and work schedule, why would someone consider exploring this opportunity? HR or HM: (gives a blank stare or awkward silence) Me: What about your brand's reputation? How do employees perceive working here? What are your core values? HR or HM: Hmmmm... This is where the conversation stalls. Too often, HR and hiring managers cannot articulate the unique value proposition of their roles and companies. This makes it difficult for recruiters to market the roles to top candidates. Here's the thing: candidates are looking for more than just a job. They're looking for a growth opportunity, an appealing work environment, and a strong employer brand. If you can't articulate what makes your role and company special, you're unlikely to attract the best talent. That's why it's critical to work with your recruiter to develop a compelling employer value proposition (EVP). Your EVP should clearly articulate the benefits of working for your company, including: * Growth opportunities: What opportunities will employees have to learn and grow in their careers? * Work environment: What is your company culture like? What values do you uphold? * Employer brand: What makes your company a unique and desirable place to work? Once you have a strong EVP, you can start to sell your roles to top candidates. Your recruiter can help you develop targeted messaging that highlights the unique value proposition of your roles and company. Recruiting top talent goes beyond job requirements and salary. It's about understanding what candidates are looking for and selling them on the value of your roles and company. If you can do that, you'll be well on your way to building a high-performing team. If you're struggling to sell your roles to top candidates, contact me for a free consultation. I can help you develop a compelling EVP and market your roles to the best talent. #hiring #cpgindustry #marketingrecruitment #salesrecruitment

You think you need a massive budget to compete for top talent? NOPE. The best recruitment marketing strategies are built with creativity, not cash. I’ve helped scrappy startups and scaling businesses recruit against big-name brands with six-figure budgets. The secret? Ruthless clarity and relentless execution on the unsexy basics everyone else overlooks. Here’s the real playbook for building a talent magnet—without burning cash: 1. Employer brand is step zero. Nail your story—why do people love working for you? Turn values into bite-sized messages. Film team lunches on your phone. Use real voices, not polished scripts. If your “about us” feels like it could be anyone’s, you’ve missed the mark. 2. Your careers page? It’s your front door. If it’s clunky, hard to find, or generic… it’s costing you great candidates, period. One weekend, some free design tools, and honest employee testimonials will already put you ahead of 90% of businesses. 3. Social media IS the great equalizer. Day-in-the-life videos, team wins, human stories—post them consistently. Get your employees involved. Their networks are your secret weapon. 4. Don’t overlook free job boards—aim your job ads like a laser at the people you actually want, not a faceless crowd. Link every listing back to your killer careers page. Small touch, big ROI. 5. Referrals beat recruiters (for less money). 6. Show up locally—mix virtual and in-person. People want to work for people they’ve met, not faceless companies. And here’s the kicker: none of this works without tracking what actually brings in good people. If you’re not measuring, you’re just guessing. Most small businesses aren’t losing the hiring game because of budget. They’re losing because they try to play by enterprise rules instead of doubling down on their unfair advantages—authenticity, agility, and community.

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