Writing Job Posts That Get More Applications

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

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

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 :)