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The competition is rough, and you’re bound to get a lot of applicants.The trick to finding the best candidates lies in selling yourself to the right audience.
And to help you reach that job-posting sweet spot, we’re sharing a few tips in this article.Observe Your CompetitorsTake a look at the way your peers and competitors are writing up their ads.
What kind of call to action phrases are they using?Lastly, observe their overall brand appeal and impression with people.
Most successful companies focus on the following:Being direct - try to avoid renaming the titles into something witty, like “programming wizard”, as it’s usually perceived as unprofessional;Precision - which software they should be familiar with, collaborative platforms, what skills they need, seniority level, etc;Avoid overused phrases - anyone can offer a “constantly growing, dynamic environment”.
It makes the impression of your company using a stock template for job descriptions.Avoid gatekeeping - as important as it is to write precise requirements, you also can’t look like you’re asking for a marketing prodigy.
Post news on conferences and lectures your employees will attend (or already have) on your company’s website or social media page.This gives you enough exposure to potential new employees.
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