“Your job post shouldn’t read like a hostage situation.”
Attracting top talent isn’t about slapping a job ad on LinkedIn and praying. It’s about being intentional, strategic, and maybe—just maybe—having a little personality. First impressions matter. If your job description reads like a legal contract or a cry for help, it’s time to reboot. You’re not just filling a vacancy—you’re curating a future team member who will either add brilliance to your culture or suck the morale out of the room. Choose wisely.
Be Magnetic, Not Desperate
A talent magnet company:
- Knows who they are
- Knows who they’re not
- Isn’t trying to be everything to everyone
Think marketing, not checklist. Candidates aren’t just reading for skills—they’re scanning for red flags, culture cues, and reasons not to hit “apply.” A compelling job ad should answer three questions: Why this company? Why this role? Why now? If it doesn’t, you’re either boring or irrelevant. Maybe both.
HR Pro Tip: If your culture can’t be described in one sentence (without resorting to “we’re like family”—ugh), go back to the drawing board.
Ideal Candidate ≠ Unicorn
Let’s be honest: the “perfect fit” is a myth. Unicorns are imaginary, and you don’t need a mythical creature—you need a capable human with curiosity and coachability. You’re not hiring a Swiss Army knife. Hire for the essentials. Train for the rest. Focus on potential, personality, and values alignment. Ask yourself: can they grow with us? Can they thrive with us? Can they help us evolve?
And while we’re here – let’s talk about mismatched expectations. Nothing kills your talent pipeline faster than asking for five years of experience in an “entry-level” position or offering a salary so low it wouldn’t cover your intern’s coffee habit. Candidates notice! And the ones you actually want? They’ll bounce faster than your budget during Q4.
Red Flag Radar
- “We need someone yesterday.” (Translation: chaos reigns.)
- A JD that reads like a fantasy novel—50 bullet points, 3 departments’ worth of tasks, and the agility of a circus performer
- A hiring process with more stages than grief
- Outdated careers page with headshots of people who’ve already quit
- Ghosting candidates because…you got busy?
Green Flag Forecast
- Clear, compelling job posts that show personality
- A human-first interview process that balances structure and connection
- Fast, transparent communication at every stage
- A visible and authentic employer brand on social media and review sites
Talk Like a Human (be realistic)
Instead of: “We offer a competitive compensation package.” Try: “A salary that respects your time, and PTO you’re expected to use.”
Instead of: “Must be detail-oriented and able to multitask in a fast-paced environment.” Try: “You’ll be juggling some plates, but we won’t ask you to be a magician.”
Wrap-Up
The best candidates are shopping for employers the way they shop for shoes—style, comfort, and vibe matter. Be the brand they want to wear. Recruitment is a reflection of your organizational self-esteem. Don’t catfish your future team. If you want unicorn-level applicants, your brand better sparkle.