You've posted the job, you've waited... and you're still stuck with resumes that miss the mark.
The problem isn't the talent pool. It's your job description.
Generic job descriptions = generic candidates.
If you're copying and pasting templates, you're not speaking to the right people.
How to write job descriptions that ACTUALLY work:
1️⃣ Start your job posting with a question that reflects your company's values and mission.
💡Example for a contractor: "Are you motivated to build amazing things that last decades and through the test of time?”
This will immediately weed out those who aren't aligned with your goals.
2️⃣ Frame your requirements and KPIs as questions.
💡 Example: “Are you motivated by the opportunity to gain amazing experience building X, Y, and Z?”
This encourages candidates to self-reflect.
3️⃣ Finally, add a disclaimer about the non-negotiables of the role.
💡 Example: "If you're not comfortable with 50% travel, this isn't the right role for you."
This sets clear expectations and deters unqualified applicants.
And if they really apply, then there's a higher probability that they have actually read through these things.
The result is a higher quality applicant pool and a better chance of finding your perfect match.
P.S. Ready to attract top talents? Drop a DM and let's chat!
Nik#hiring#recruiting#jobdescriptions#talent
If you're in charge of hiring for your organization or your project and you're struggling to find the right applicants that could really move the needle for your job or your project or your company. The first thing to look at would be what are you putting in your job description? Because at the end of the day, the words that we put in those job descriptions evoke a response from the people applying. If you're using a default copy and pasted job description, you're probably getting large amount of people that are just blindly applying to random jobs no matter what they're looking for. Here's one thing that has really worked for us when we're looking for key positions to make higher score. Start with the question and start that question should be aligned with your mission and your vision. So for example, if you're a contractor, you might start by saying, are you motivated to build amazing things that last decades and through tests of time? question mark. Now the key person that that's gonna speak to is probably already like, ohh, that's really interesting. Now other people that may not be the right fit will be like, Oh my God, why are they asking a question that's weird next, right? But automatically those type of things, those little changes can make a significant difference in the quality of applicants. Now you can take that same concept. And go down and say, do you have this many years of amazing experience building XY and Z? Are you motivated by 1-2 and three? So being able to know what the key performance indicators are and aligning that with the job description in a question format sometimes evokes a completely different response. And the key step into the bonus tip is at the bottom. Let them know who may not be the right fit for this position if you don't have at least four to six years of this type of experience in this position or if you're not OK with being on the road for at least 50% of the time. This position may not be for you, right? You're giving them a disclaimer right out of the gate, which then will prevent people that are reading it and actually paying attention. And if they really apply, then there's higher probability that they have actually read through these things and as a result, increase your chance of finding that perfect applicant in your inbox.
When our employees start on a new project, we have a company protocol to walk them into the job site and make sure everyone's settled in before getting to work for the day.
We want to make sure our employees are in the correct place, have the correct gear, and are on a first-name basis with their higher-ups.
It's a personal touch that not many skilled trades staffing services offer.
But we find that when we make personal introductions and put in some "face time", the overall success of the project is a better outcome.
Here's our director of recruitment J.R. Manu at one of our job sites in Orange County where we're providing punch list specialists. 👊
#skilledtrades#staffing#construction#staffingagency
These are the real rockstars. 🤘
You know how we know?
Here's the rave review they received from our client:
"I just wanted to give you a call to let you know that the four guys you sent out with me to do the waste sort.
Jeremiah Sonny Victor and Michael, they, I just wanna let you know they are all really awesome.
We really appreciated all their positive attitude and work.
And I, I just wanted to make sure they got a good review because they were excellent to work with."
Wow. What a way to start the day.
Team Essel doing good for the world and kicking butt at the same time! 👏
#environmental#wastemanagement#sustainable
I teach sub contractors how to fix production problems🔥 Selfish Servant, Author, Building a community of Intentional leaders😎
1moSolid practices here my friend