magnet attracting top talent

Recruiting Top Talent Starts With a Compelling Job Ad

It's been said that employees don't quit jobs...

They quit managers.

Every job that I've quit, I quit because I didn't like the manager or management of the company. It had nothing to do with the actual job or the duties I was asked to perform.

You can find proof of this pretty easily by looking up the negative reviews on Indeed or Glassdoor about your company and your competitors.

Chances are, those reviews are going to be far more honest than any exit interview will be and they'll be focused on the company culture, management values, or the environment... rather than the job itself.

In today's video, I'm going to walk you through how you can use this knowledge to your advantage and recruit amazing talent away from your competitors! Check it out.

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Download our "Guide to Writing a Killer Job Ad" that will walk you step-by-step through the process of writing job ads that get dramatic results.

  • Look at your own negative reviews

    This might sting a little.

    Although the things employees are saying may not be entirely true, this is that employee's perception and therefore it is their reality. Potentially, these reviews could also be the reality for many other past and present employees who don't take the time to leave a negative review.

    Solve those problems! Dig in a little deeper and see what you can do to change whatever negative perception your employees have.

  • Look at your positive reviews

    The things employees are saying they love about you are the things you should highlight in your job ad for other job seekers to see!

  • Look at your competitor's negative reviews

    Identify the things employees dislike about your competitor's culture, values, or management style and highlight how you are different.

  • If you have awesome managers, use them to attract candidates (not just close)

    A common mistake I see throughout the hiring world is when a job ad says nothing about the manager, values, or company culture.

    You may plan on talking about those things during the interview when trying to "close" a job seeker. But instead, you should be highlighting those things in the job ad to attract job seekers!

    Your goal is to help job seekers see that the grass is greener on your side than where they are currently employed. If a job seeker is currently working for a bad manager, the number one question they're going to think is "Am I trading a bad manager, for a new (potentially worse) bad manager?"

    Help job seekers see what it's going to be like working at your company for their direct manager. Paint the company culture picture -- instead of just outlining the duties of the job.

  • On average, less than 1 in 10 candidates who read your job ad, actually ends up applying. People assume that the 90+% don't apply because they're just unqualified...

    But what if the job ad simply wasn't compelling enough to entice those people to apply?

    Your goal is to attract the 9 in 10 job seekers -- This doesn't mean lowering your standards or increasing pay.

    You can attract more qualified job seekers and fill your applicant pool by simply writing a more compelling job ad!

    Download my Guide to Writing a Killer Job Ad -- A free step-by-step process to writing a better job ad that's been proven to increase applicant flow by 50-300%!

Learn how to write a killer job ad

Want to learn how to write better job ads?

Download our "Guide to Writing a Killer Job Ad" now! This guide will walk you step-by-step through the process of writing job ads that get dramatic results.

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