Attracting the right applicants.
WHAT ONE SHOULD DESCRIBE
The work, concretely Who you are looking for What you offer How to apply
WHAT TO LEAD WITH
What the person will actually do.
WHY
Candidates are deciding whether they want it.
WHAT MAKES A GOOD DESCRIPTION
A day or a first month, described Real problems they would work on Who they would work with
WHAT MAKES A POOR ONE
A list of technologies Generic responsibilities Company description occupying half the page
WHAT TO DO WITH REQUIREMENTS
Separate essential from desirable, honestly.
WHY HONESTLY
Long essential lists deter good candidates who meet most.
WHAT TO INCLUDE
The compensation range.
WHY
It respects candidates' time and attracts better applicants.
WHAT TO STATE ABOUT ARRANGEMENT
Location, remote policy and hours.
WHY
They are decisive for many people.
WHAT TO AVOID
Describing the team as a family Emphasis on working hard Vague aspirational language Several roles combined into one
WHAT TO DESCRIBE ABOUT THE PROCESS
The stages, and roughly how long.
WHY
It reduces uncertainty, and few employers do it.
WHAT TO CHECK
That the advertisement reflects the actual role.
