Imagine you ask your friend about their favorite movie and they tell you this:
Diverse casting. Engaging visual and audio effects. Compelling emotional story.
No one talks like this. Yet generic bullet points and one-size-fits-all descriptions have become standard for job boards. A startling 72% of employers create new job postings by reusing existing job postings. If your job description looks the same as every other position, how will you stand out? Here are 4 steps to attract talent in today’s market:
Attracting talent starts by showing applicants what’s in it for them. Is it career growth? Flexible hours? Write job descriptions that emphasize the human aspect, rather than just the technicalities.
When it comes to listing responsibilities, focus on essentials. One Harvard study found that only 21% of employers reported that all recent hires met every requirement listed in their job postings. Recruiters are missing out on good candidates who don’t apply because of excessive and unreasonable job requirements.
In the podcast below with Chelsey from Motus, she shares what collaboration looks like day to day and how it’s different from other companies.
67% of jobseekers have abandoned a dream job because their employer took too long to make a hiring decision. To attract top talent, it’s crucial to be transparent about the timeline of your recruitment process and what to expect at each step.
If you fail to communicate with candidates, what does that say about your company? On the other hand, prompt follow-ups and consistent feedback signals to candidates that your company appreciates them and values their time.
77% of candidates consider a company’s culture before applying. Building a strong culture consists of different factors like shared values, diversity initiatives, or weekly events. The most important thing is to highlight how your culture is unique. Instead of relying on common buzzword descriptors, it’s more memorable to share meaningful examples and personal stories.
Inflation and concerns around layoffs has made stability and salary the highest priorities for emerging job seekers. If you want to attract top talent, pay them what they’re worth. Employers need to be transparent and fair about benefits and compensation. Reading about what benefits “may include” is not very helpful. Neither is a wide salary range of 90-900k.
Instead, research salary benchmarks and review different forms of compensation like stock options, retirement plans, and PTO. Ask current employees what they want and build customized packages that fit their priorities.
At Puck, our mission is to make hiring more human. We believe that people and their stories should be at the center of your employer brand strategy. We interview team leaders and produce mini-podcasts that can be shared on social media or directly on the company’s job pages.
