the job market is intense and competitive, so posting a standard job listing will get you nowhere with the right candidates. we’re breaking down why your job listings aren’t working and actionable tips on how to make your company standout in todays market 👀
why your job listings aren’t hitting the mark
🗣️ wrong place, wrong time
with millions of job openings across the globe and a competitive unemployment rate, candidates have more choices than ever before. posting your listings on the right platform at the right time is vital.
job boards, social media, industry-specific websites, and even niche platforms offer countless options for employers, but not all platforms deliver the same results. if you’re still relying on generic job boards to advertise your openings, you could be missing out on the right candidates who are active on more specialized + niche platforms.
😴 bland descriptions
generic benefits, unknown company culture and lack-luster job descriptions are contributing to a less motivated candidate pool. if your job listings don’t outline what your candidate can expect working at your company, chances are job seekers are going to swipe left. they want to know the company beyond the logo, and hopefully their coworkers aren’t AI. yes – we’re calling out ChatGPT.
actionable tips to improve your job postings
create a persona for your dream hire
much like your ideal customer, your ideal hire has a persona, too. you have to ask questions beyond the experience and titles you want in your candidates, such as:
- what motivates them?
- what are their pain points?
- how do they make decisions?
- why would they be interested in changing jobs in the first place?
💡 think bigger: is your dream hire a high performer looking for stability or someone who thrives on growth opportunities? do they crave endless projects or a healthy work/life balance? is your dream hire a travel junky or do they prefer the quiet retreat of their home office?
understanding who your candidate is on a deeper level will help tailor your job listings to speak directly to them. better yet? they will actually read your description instead of scrolling past.
reimagine your job description
instead of just listing qualifications and the AI-generated copy, explain why this role is an opportunity for them beyond the standard benefits.
🧠 try this:
instead of: “Effective verbal and written communication”
try: “You love to talk and write emails. You talk to the guy who makes your coffee, the mailman, and sometimes … you even talk to yourself. And when you can’t talk, you write love letters. Little notes of appreciation and key asks that could not even begin to be from ChatGPT.”
instead of: “Flexible PTO.”
try: “At our company, we offer flexible PTO and floating holidays. We are not a live to work, but work to live-type culture. All of us have families and interests – make sure you’re taking the time to prioritize that too. So go ahead, take your time off. That’s what it’s there for.”
go bold + standout
think of hiring as a first date with your candidates (platonically, of course). this is your first impression with them, as much as their first impression of your company.
when you present your company in a way that aligns with a candidates personality and goals, you’re likely to attract the type of candidate who will thrive in your environment. bold talent seeks bold workplaces. they want to be challenged, they want to contribute to meaningful work, and they want to feel like they’re a part of something bigger.
so, being bold on LinkedIn and your website isn’t just about attracting more candidates; it’s about attracting the right candidates. those who align with your company’s values and vision. it sets the foundation for a strong, mutually beneficial relationship down the road
hr department 🤝 marketing team
if you think your marketing team’s expertise should stop at social media and product promotion, think again. your marketing team has invaluable insight into what makes your brand appealing to potential hires. they know how to tell a compelling story, build a strong brand identity, and most importantly – capture attention.
leverage their skills to market your company culture, mission, and values, while leaving the technical details to the hr department. because at the end of the day, a job listing isn’t just a list of responsibilities; it’s a brand message.
the takeaway? adapt or fall behind
job seekers are more selective, informed, and motivated by different factors than ever before. if your job listings aren’t working, it’s not because there’s a lack of talent — it’s because your approach is outdated.
the good news? being proactive and, more importantly, creative in how you engage with candidates, can position your company ahead of the pack. nobody wants a stale cubicle, those days are over. and so are boring job listings.
