A-players have options, which means they’re evaluating you just as much as you’re evaluating them.
If your job posting doesn’t sell them on why your firm is worth their time, you’ve already lost.
In this episode, I’ll show you how to flip that script and make great candidates want to work for you.
Listen below.
0:24 Looking back at when I launched Xen Accounting, I can’t believe how clueless I was about hiring. Post a job, people apply, done—that’s what I thought would happen. I was completely wrong.
1:40 I went through expensive recruiters—$20,000 fees that really hurt as a startup. Eventually, I became my own recruiter, cold messaging people on LinkedIn just trying to get them on a call.
3:59 Your job posts need to do three things well. Start with what sets you apart. Every firm has something that makes it different from the rest.
4:54 The second thing is showing them why they should apply. Plenty of firm owners get this wrong—they act like offering someone a job is enough.
5:40 Third, make it clear that what they do will actually make a difference. I got this totally wrong in my first posting, and it’s one of the most important pieces.
7:30 Small firms can be a great sell to certain candidates, but only if you make the case. Don’t expect people to connect the dots themselves about why smaller might be better.
8:05 I’ve said this before, but it’s worth repeating: recruitment is sales, and it starts with marketing. Your job post is that marketing material.
