Building a world-class #talent pipeline has been one of the key factors to successfully raise a large funding round or upround for early-stage startups I work with.
Here's 10 key points to write a perfect job ad to attract top tier (tech) talent. 🧵
Here's 10 key points to write a perfect job ad to attract top tier (tech) talent. 🧵
1/ Begin with your mission
To catch the eye of highly qualified and experienced professionals, start by making it clear what you stand for.
Having a compelling purpose is often more attractive to the most coveted candidates than a brand name.
To catch the eye of highly qualified and experienced professionals, start by making it clear what you stand for.
Having a compelling purpose is often more attractive to the most coveted candidates than a brand name.
2/ Your perfect candidate
Don’t be shy when it comes to describing who you are looking for. List the professional skills and qualifications you need.
This is also a good place to mention specific characteristics and personality traits you expect applicants to have.
Don’t be shy when it comes to describing who you are looking for. List the professional skills and qualifications you need.
This is also a good place to mention specific characteristics and personality traits you expect applicants to have.
3/ Mind your words
Striving for inclusivity starts with creating a job advert that entices candidates from different backgrounds to apply.
Certain wording can turn off applicants from different ethnic backgrounds. Instead, use plain language to describe who you are looking for.
Striving for inclusivity starts with creating a job advert that entices candidates from different backgrounds to apply.
Certain wording can turn off applicants from different ethnic backgrounds. Instead, use plain language to describe who you are looking for.
4/ Experience trumps degrees
Choosing team members with different educational backgrounds will bring a variety of perspectives and approaches to your business.
Take each job advert on its merits and do not be afraid to question traditional requirements.
Choosing team members with different educational backgrounds will bring a variety of perspectives and approaches to your business.
Take each job advert on its merits and do not be afraid to question traditional requirements.
5/ Get real
Why not list the actual tasks you expect your new team member to perform?
Sharing real life activities your new hire is likely to be involved in allows potential candidates to tailor their application.
Why not list the actual tasks you expect your new team member to perform?
Sharing real life activities your new hire is likely to be involved in allows potential candidates to tailor their application.
6/ Include your tech stack
If your company does not operate within the technology industry, detailing your tech stack might give you the edge over a tech company.
At the same time, being specific about the technology your company uses helps weed out unsuitable candidates.
If your company does not operate within the technology industry, detailing your tech stack might give you the edge over a tech company.
At the same time, being specific about the technology your company uses helps weed out unsuitable candidates.
7/ Be transparent about working hours and compensation
Work-life balance is often a question of more than simply hours.
Even if it is to a limited degree, being able to choose your work hours may suit candidates with young families, for example.
Work-life balance is often a question of more than simply hours.
Even if it is to a limited degree, being able to choose your work hours may suit candidates with young families, for example.
8/ What happens next
Most of us like to be able to plan our lives, personal and professional. Telling applicants how your hiring process works, allows them to do that.
Timelines may change, but being given a general idea of the steps involved is useful to candidates.
Most of us like to be able to plan our lives, personal and professional. Telling applicants how your hiring process works, allows them to do that.
Timelines may change, but being given a general idea of the steps involved is useful to candidates.
9/ Keep applications real
If you are looking for a programmer, why not ask to see a sample of their code instead of CV and cover letter?
Keeping applications practical and relevant to the job will help keep candidates engaged.
If you are looking for a programmer, why not ask to see a sample of their code instead of CV and cover letter?
Keeping applications practical and relevant to the job will help keep candidates engaged.
10/ Make time for a chat
Most candidates will have questions about the position you are offering.
Being available for a chat may seem time-consuming, but it will actually help you save time during the application process.
Most candidates will have questions about the position you are offering.
Being available for a chat may seem time-consuming, but it will actually help you save time during the application process.
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