Writing Job Ads That Use Action-Oriented Language

Your recruitment language is costing you top candidates. How you attract and engage talent matters - at every touchpoint of your recruitment process. Here's how to transform your messaging to attract the right candidates: 𝗜𝗻 𝗝𝗼𝗯 𝗗𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻𝘀: Instead of: "We're looking for someone with 10+ years of experience" (focuses on requirements) Say this: "You bring 10+ years of engineering leadership scaling mission-critical [specific technology] systems at global enterprises. As our Principal Engineer, you'll define our technical vision, mentor architects, and drive $100M+ initiatives” (focuses on impact and influence) 𝗜𝗻 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗢𝘂𝘁𝗿𝗲𝗮𝗰𝗵: Instead of: "We have an open position that matches your background" (generic and company-centric) Say this: "Your work transforming global operations at [Company] caught my attention - I'd love to share how you could drive similar impact here" (specific and candidate-centric) 𝗜𝗻 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗠𝗲𝘀𝘀𝗮𝗴𝗲𝘀: Instead of: "We're a fast-growing company hiring top talent" (overused buzzwords) Say this: "Your expertise in [specific achievement] aligns with a strategic initiative we're launching" (shows you've done your homework) 𝗜𝗻 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗕𝗿𝗶𝗲𝗳𝘀: Instead of: "The role reports to the VP of Marketing" (hierarchical focus) Say this: "You'll collaborate directly with our leadership team to shape our global brand strategy" (emphasizes opportunity and impact) 𝗜𝗻 𝗙𝗼𝗹𝗹𝗼𝘄-𝘂𝗽 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀: Instead of: "Following up on our conversation" (passive) Say this: "Your insights about [specific discussion point] resonated strongly - let's explore how we could bring that vision to life here" (shows active listening and engagement) 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿: Every interaction is an opportunity to showcase your company culture and the meaningful work you offer. Frame conversations around impact, growth, and shared success rather than just requirements and processes. Your next hire is searching for meaning, not just a job. Which of these messaging approaches will you test first to capture their attention?

Wonder why no one's applying to your job posts? Here's why! Most job postings are boring lists of requirements. If you want to attract top talent, you need to sell the role. 😃 Start with a strong opening that highlights what's exciting about the job—think projects, company growth, or team culture. Capture their interest right from the get-go. Next, focus on what the candidate will achieve, not just what they need to have. Instead of the usual '5+ years of experience,' say 'Lead a new project that will impact millions of users.' This not only paints a vivid picture but makes candidates envision their future success with your company. 🏆 Finally, keep it human. Use a friendly tone and cut out corporate jargon. Your goal is to make your job post relatable and engaging. Remember, a great job post should make the candidate excited to apply, not just check boxes. Let's reimagine how we write job descriptions and bring in the best talent! 🚀 #Recruitment #JobPostTips #HiringSuccess

“𝗪𝗲’𝗿𝗲 𝗛𝗶𝗿𝗶𝗻𝗴” “𝗝𝗼𝗶𝗻 𝗼𝘂𝗿 𝘁𝗲𝗮𝗺” “𝗢𝗽𝗲𝗻 𝗽𝗼𝘀𝗶𝘁𝗶𝗼𝗻𝘀” If this is how you're advertising your openings, you're already losing candidates. Here’s why: Candidates aren’t scrolling LinkedIn thinking, “I hope I see a company post that they're hiring today.” 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗮𝗿𝗲 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆. 𝗙𝗼𝗿 𝗴𝗿𝗼𝘄𝘁𝗵. 𝗙𝗼𝗿 𝗶𝗺𝗽𝗮𝗰𝘁. A great job post doesn’t just say “We’re hiring.” It says “Here’s the difference you’ll make.” 𝗗𝗼𝗻'𝘁 𝗦𝗮𝘆 - “We need a backend engineer.” - “Looking for a project manager.” - “Join our fast-paced culture.” 𝗜𝗻𝘀𝘁𝗲𝗮𝗱 𝗦𝗮𝘆 - “You’ll rebuild our payment platform to support 10x scale in 2025.” - “You’ll lead our AI initiative from idea to launch across 3 global teams.” - “We’re a startup backed by $23M in Series B funding—looking for builders who want a seat at the table.” The best candidates want to do meaningful work, not just fill a seat. If you're not leading with impact, growth, or mission, you’re just noise in a noisy market. Want help writing job posts that sell the job? Drop a comment and let’s chat.