At PostHog, we've written job ads that have received 9,000 applicants in the last 12 months. And, recently, the quality of applicants has gone way, way up. Why? 1) Weโre putting a lot more effort into making our job ads interesting and unique 2) We only advertise on our own website. Sorry, LinkedIn A lot of people we interview also say they love our job ads. Which is weird. But nice! Here are some tips for how you can write great job ads. First the obvious ones: ๐ Keep your list of requirements as short as possible โผ๏ธ Explain what the hiring process is ๐ฐ For the love of god, say what the salary is Now some less obvious ones: ๐ฉ๐ป Get someone who can actually write to write the job ad ๐ค Be genuine, or even weird ๐ซ Say who the role is not for
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SEEK use the number of applicants as the metric of success on your job ads. If you put an advert out and it gets over 100 people apply, SEEK will tell you it's high performing. The truth is 'number of applicants' is nothing more than a vanity number. The reality is, there are a lot of people applying for jobs right now. Many of them are desperate and will apply for anything because they are desperate. And unless you're that way inclined, you probably don't want to screen over 100 people who aren't right for your job. It's not enjoyable for you, or the people applying. A high-performing job advert is a job advert that gets you the right person for the job. If your advert isn't doing that for you, give me a call.
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I help companies struggling with Applicant Flow to build the RECRUITING ENGINE they need for their Business to Succeed! | Recruitment Marketing Strategist โ Hiring Guru
Your Old Way of Posting Job Ads isn't Going to Work Rewriting job ads isnโt a bad thing. If youโre not attracting the right auto applicants, try rewriting the ad and see if it benefits you. Andโฆ if you donโt feel like doing it or feel confident, ApplicantPro can write those auto job ads for you! Check it out and let me know what you think. https://lnkd.in/gk8TZ2mZ
Your Old Way of Posting Job Ads isn't Going to Work
auto-applicantpro.com
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Executive Recruiter building marketing teams for D2C brands who want to become household names | โ 100+ recommendations from senior marketing leaders ๐
'Job Ads vs Job Specs'. Do you agree with me that there is a distinct difference? Hopefully, you do. Just to be on the same page, a job ad is a captivating story that follows the AIDA principle: it grabs attention, sparks interest, creates desire, and leads to action from the ideal candidate you want to bring into your organisation. On the other hand, the job spec is a more formal document that briefly outlines who the business is and the responsibilities of the position in question. So why are so many companies and recruitment firms using job specs as job ads? Many times this week, I've seen these 'job ads,' which are as long as a whitepaper and consist of bullet points after bullet points. It's lazy. And most of all, it will be costing you more time. Why? Well, I can bet those 'job ads' receive a shed load of applicants, and nearly 95-98% of applicants are totally irrelevant. That happens because of this... This style of job ad is so boring and generic that most people will read the first line, see a bunch of bullet points, and think, 'What the heck, I'll apply anyway.' Not exactly speaking to your ideal hire, is it?! And if you're being supported by a recruitment firm and they take your job spec, paste it into a LinkedIn job slot, and just substitute your company name for 'my client', I'd go ahead and fire them! What additional value are they providing you here?! Job ads and job specs. Two separate documents that are for two separate purposes. Spend time making a great job ad from scratch and save yourself the hiring headache later down the line. Do you agree with what I'm saying? Do you see what I'm seeing? As a candidate, does this put you off a company, especially as a marketer, if a company's job ad doesn't follow the AIDA principle, or does it not really matter? I'd love to hear your thoughts. Comment below. #jobad #jobspec #recruitment
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LinkedIn optimization Expert II I help individuals, Brands, Corporate organizations, Manage & optimize their LinkedIn profiles II Trained over 200+ on LinkedIn Optimization and Growth Strategies
I didnโt apply for the Job, but I got it here on LinkedIn. To be honest, I canโt remember the last time I submitted a CV/Resume on LinkedIn. A lot of you underestimate the power of content creation on LinkedIn. Your content is your new CV ๐ I am currently managing 3 social media pages. I didnโt apply for these jobs, it came to my DM. This is exactly what I did to get them ๐ CONTENT WRITING! Yes! Content writing gave me 3 social media accounts to manage. Since I came on LinkedIn, I have been writing content to showcase my expertise. This is another simple way to get recruiters, Founders, and CEOs of companies to notice you. You need to show them how competent you are through your CONTENT. You have been struggling to get a single job on LinkedIn, submitting a CV here and there, but no result to show ๐คฆ You want to get a Job/gig, a high-paying job for that matter, But your LinkedIn account is empty You donโt post content to show your expertise And even if you have been posting content, youโre obviously not doing it the right way, That is the reason why you havenโt gotten a single Job yet till now. Youโre still the same person who will go out there and say โLinkedIn is too overhypedโ ๐คฃ๐คฃ Some of you will even say that โthere are no jobs on LinkedInโ ๐คฃ๐คฃ If there are no jobs how did I get mine? ๐คฃ๐คฃ Just dey play!!! Youโre not a serious person if youโre among this school of thought. What you need right now is someone who will teach you how to write quality content. You better click on the link in the comment section to get help!!! You need to be in my upcoming class Asap! I need to know how serious you are before I can help you. This is serious! You must not finish 2023 as a broke Nigga โ You need HELP! If I tell you how Broke I was Last year before I started LinkedIn, you will understand why you seriously need URGENT HELP! Happy weekend Yโall โค๏ธ This December go lit ๐ฅ๐ฅ๐ฅ๐ฅ
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Multiple Award-Winning Executive Resume Writer, Personal Branding, LinkedIn & Job Search Strategist | Work with me to differentiate the unique value you offer and land the great fit job you covet and deserve.
Iโm an avid and frequent blogger, typically posting new content about job search on my blog twice a week. Even though Iโve been blogging with at least once-a-week frequency since 2008, I still never run out of things to write about, and I never tire of doing it. I canโt keep up with my ongoing list of posts to tackle on relevant topics impacting todayโs search: โข personal branding โข resume, cover letter, biography and other job search materials โข LinkedIn and other social networking โข online presence โข social media โข networking โข interviewing That list continues to grow, so I have every reason to believe Iโll continue publishing new posts for a long time. Besides marketing my business, blogging forces me to stay current with emerging trends. Many posts require research, feeding my need to continuously learn new strategies and ideas. And it doesnโt hurt that I love this kind of writing. As I look back on posts throughout this year, clearly LinkedIn was once again a favorite topic. Thatโs because LinkedIn is one of the best tools available to job seekers, to communicate their personal brand, position themselves as subject matter experts, stay top-of-mind with their networks, and network their way into new jobs. #ExecutiveJobSearch #JobSearch #PersonalBranding #LinkedInTips #Interviews https://lnkd.in/dA676SMj
Top 10 Executive Job Search Posts of the Year - Executive Career Brandโข
https://executivecareerbrand.com
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Using traditional approaches, you could answer jobs ads forever and still not get the job you want! ๐ก ๐ก ๐ก ๐ก ๐ก This is the most competitive area you can tackle. Nevertheless, there is an opportunity here. But only devote 10% of your efforts to answering job ads. Here are some tips for producing a lot more interviews in todayโs highly competitive market. ๐๐ผ ๐๐ผ ๐๐ผ ๐๐ผ ๐๐ผ ๐๐ผ ๐๐ผ ๐๐ผ ๐๐ผ ๐๐ผ These are rules to follow which will greatly improve your performance when answering job listings. ๐๐๐๐ Rule #1 โ answer all ads from the last 13 weeks This can be a rich source and a quick way to get into action. A certain number of those openings will already be filled, but just as surely, a number will stay open. It is not uncommon for companies to look for up to 6 months to fill a role. Rule #2 โ delay your answer and follow up This can help you because when you have to screen a lot of applicants, they begin by discarding any resumes that include anything that will rule you out. If you respond a week after the opening appears, your chances of getting a good reading go up rather dramatically. As a rule, if you have not heard anything after two weeks have passed, you should follow up. Employers give a big edge to you if you really want to be with them. Rule #3 โ use upgrade and downgrade strategies For example, you see if the company might be willing to hire you at a lower level than advertised and then you move into the role within a year. This is an example of downgrading. By the same token, a company might be persuaded to hire a more senior candidate for a lower role, provided you could persuade them such a move would be cost efficient and give added capabilities. That is an example of an upgrade. Rule #4 โ use letters rather than resumes Since resumes provide more facts, they can work against you in some situations. Make use of strong letters, ones that are targeted at the requirements for success in the position. In your letter be sure to let the employer know just why you selected the job ad. Rule #5 โ try innovative approaches This is important when hundreds of others can also be expected to respond to the same job ad. Try getting added information beyond what was in the job ad, and then use it in your response. Demonstrating industry knowledge works better than anything else. You might also consider contacting employees of the company before responding. Another strategy that can sometimes help involves identifying a reference who is likely to be known to the hiring manager and mention that in your correspondence. If you are not getting the results you want, then some added resourcefulness may be necessary. ---------------------- โ My name is Bill. โ I work with women to get them promoted in STEM roles. ๐ Visit our website (google โAykazaโ) for free resources. #jobsearch #womeninstem #dreamjob
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I was looking at job posts this morning on Indeed. Sad. Nearly everyone in the industry, pretty much, uses the same language, the same words and same boring methods to create job posts. Itโs a sea of sameness โ meaning applicants canโt tell YOUR company (from anyone elseโs). That means youโre gonna keep getting the same, dismal, meager, soul-crushing resultsโฆif you donโt change. Hereโs an interesting tidbit of research that I hope makes you realize you need to change how your job posts look and read, like today. Research shows that a large percentage of applicants are mobile. They are looking for their next job, on their phone. Think about that for a second. That means: - They could be at the stoplight - At lunch with friends - Shopping - At work at the health and rehab, about to go in and bath Mrs. Jonesโฆ Knowing that a large percentage are on their phones searching for their next job, would you suspect that the posts themselves, the words and letters appear smaller while viewing on their phone (compared to a large monitor)? Yep. Would you suspect that the words, literally, start looking the same, especially since most are written the same way, same general language, wordingโฆ? Again, yep. When you know that most job posts look the same and say the same thing, you realize your job posts need to jump off the page and grab their attention, if you hope to attract and hire more of the right ones. Normal job posts fail to grab attention โ meaning they attract less quantity, and less quality. You and your team are then left with fewer applicants to choose from, then youโre stressing, fretting and going nuts trying to get your open shifts covered. I challenge you to do this, right now: Think about the way the words look in the typical job post, the spacing, the size, the grammarโฆnearly all the same right? This means we - YOU - need to use different tactics so your job posts jump off the page, grab attention and generate more applicants. To start fixing your problems, make sure the words look different. You can call it the โwindow-dressingโ on the words. Your 1st job is to get applicants to SEE your job posts. Soโฆdress up the words so they do. You can use capitalization, a dash or a slash here, a set of parentheses or brackets there, etc. Just make the words look different SO APPLICANTS SEE YOUR JOB POST. This, in and of itself, typically makes a positive impact on your results. Next, you need to deliver more details, deliver more information about the job(s). Most applicants want - and need - more information, so they can make a better decision to apply, or not to apply. Simply saying โUrgently Hiring CNAsโฆโ or โCaregivers Needed For Weekday Shiftsโฆโ will NOT cut it anymore. Give them more details about the position or positions that you're trying to fill. Remember, most are looking at YOUR job posts on their phonesโฆand you have to grab their attention if you want better results.
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I help startup founders and busy CEOs stay organized and productive saving them 30+ hours weekly to focus on other aspects of their business as a Virtual Assistant | Executive Assistant | Administrative Support.
When will it be my turn ๐๐๐... This is the question most of us keep asking on LinkedIn whenever we see someone post about the gigs or jobs they got from LinkedIn. But have you tried going through your profile again and ask yourself some questions? Did you define the services you offer there? Do you show up to talk about what you say you do on your Resume? Then there's another category of people who don't post or comment on LinkedIn at all. They just come to this app, apply for jobs and they are off. When you tell them people are getting jobs on LinkedIn, they will tell you it's a lie and narrate how they applied for 500 jobs on LinkedIn without any results. Meanwhile, this person doesn't have a single post on his or her profile. Why am I writing this, I had an opportunity to recruit for a position last week on LinkedIn here. A contract position. While on the lookout for the best person for the position, these were the things I noticed; 1. Most people just see job adverts and apply without reading. 2. Most people have an excellent resume, but their profile doesn't reflect what they have on their CVs. 3. Most people constantly repost other people's posts without making a single post. Now this brings me to ask these questions, Do you think those who post job adverts here don't have a reason for coming here to post job adverts? Do you think they don't go through the profiles of applicants? If a potential employer stumbles on your profile what are they going to see? Constant reposting of other people's posts? Now look at your profile. Yes you, I am talking to you. If you are in a position to hire someone with your kind of profile, would you hire the person? It is time for you to show up and breathe your personality into your profile. Trust me, I made these mistakes and that is why I am writing about it to open your eyes so you can take action. I know better now though I am still learning. See, you don't have to be a professional writer. You don't have to be perfect. But please show up and keep showing up. I hope this helps someone today. I remain your organized V.A., Social Media Manager, Administrative Manager and Business Developer. Have a lovely week. ๐ #MondayMotivation #LinkedIn #LinkedInprofile #LinkedInjobs #takeaction
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๐ฅ ๐ญ๐ญ๐ฌ๐+ ๐๐ถ๐ป๐ธ๐ฒ๐ฑ๐๐ป ๐ฐ๐ผ๐ป๐ป๐ฒ๐ฐ๐๐ถ๐ผ๐ป๐ | ๐ ๐ฆ๐ฝ๐ฒ๐ฐ๐ถ๐ฎ๐น๐ถ๐๐ถ๐ป๐ด ๐ถ๐ป ๐๐ฎ๐ฟ๐ฒ๐ฒ๐ฟ ๐๐๐ถ๐ฑ๐ฎ๐ป๐ฐ๐ฒ, ๐๐ฟ๐ฒ๐ฒ๐น๐ฎ๐ป๐ฐ๐ฒ ๐ ๐ฒ๐ป๐๐ผ๐ฟ๐๐ต๐ถ๐ฝ, ๐ฅ๐ฒ๐๐๐บ๐ฒ ๐, ๐ฃ๐ฟ๐ผ๐ณ๐ถ๐น๐ฒ ๐ข๐ฝ๐๐ถ๐บ๐ถ๐๐ฎ๐๐ถ๐ผ๐ป ๐
Excited to share with you all that I'm now selling digital products on Topmate I've just listed my newest digital product - Resume & LinkedIn Optimize, master the job search And I think you'll find it incredibly valuable So do give it a try and let me know what you think? All you have to do is head over to my topmate link and get it. Link in comments
Resume & LinkedIn Optimize, master the job search
topmate.io
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๐ช๐ฎ๐ป๐ ๐๐ผ ๐บ๐ฎ๐ธ๐ฒ ๐๐ผ๐๐ฟ ๐ท๐ผ๐ฏ ๐ฝ๐ผ๐๐๐ถ๐ป๐ด๐ ๐บ๐ผ๐ฟ๐ฒ ๐ฎ๐๐๐ฟ๐ฎ๐ฐ๐๐ถ๐๐ฒ? ๐๐ผ๐ป๐๐ถ๐ฑ๐ฒ๐ฟ ๐ฝ๐ผ๐๐๐ถ๐ป๐ด ๐ฎ ๐๐ถ๐ฑ๐ฒ๐ผ ๐ถ๐ป๐๐๐ฒ๐ฎ๐ฑ ๐ผ๐ณ ๐ฎ ๐๐ฒ๐ ๐-๐ฏ๐ฎ๐๐ฒ๐ฑ ๐ท๐ผ๐ฏ ๐ฑ๐ฒ๐๐ฐ๐ฟ๐ถ๐ฝ๐๐ถ๐ผ๐ป! ๐ฅ๐ค According to a recent survey, video job posts are more engaging and memorable than traditional text-based posts. So why aren't we seeing more video-driven content in the recruitment space? Perhaps it's because we've lacked the proper tools or marketplace... until now. Our platform provides employers and recruiters with the tools they need to create compelling video job posts and stand out in a crowded job market. ๐ As a job seeker, I know I would 2000% watch a video of a recruiter or employer rather than reading a long job description. What are your thoughts on this innovative approach to job posting? Let us know in the comments below? ๐นโจ Or drop me a line to find out more information on our platform. ivan@xpressjobs.co.uk
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