Well-written tech job listings are integral components of your entire developer hiring strategy. They often present your first opportunity to make a good impression on developers, and if they tell a compelling enough picture of the positions you need to fill, your company will stand out from the competition. However, there are some telltale signs that your roles are getting lost in the shuffle. Here are a few things that should tell you it’s time to take an editor’s pen to your existing tech job listings.
Ask yourself a really difficult question: Do your job listings get you excited? If the answer is no, there's a good chance that's the same reaction developers are having to them. Considering that a recent Microsoft study found that goldfish have better attention spans than job seekers, this is a much bigger deal than you might have thought.
Sit down on a regular basis to see how much of the content in your developer job postings grabs your attention. If you find yourself dozing off at any point, take that as an indicator that it’s time for some revisions.
Take a closer look at your applicant pool. Is your inbox overflowing with qualified developers, or are you regularly reviewing (and declining) candidates who aren’t even close to what you need?
If this is the case for you, don’t be afraid to loop your hiring manager in so he or she can provide additional feedback on your job listings. When you’ve gotten the clarity you need, take an editor's pen to your current job postings and make sure they’re telling candidates the right story.
Sure, it would be unreasonable to blame every bad hire solely on a poorly-written job listing. But candidates tend to refer to job postings throughout the interview process. Often they’ll cross-check the details they read in a technical job listing with what they’ve heard from each interviewer. And in many cases, this will be a major factor in their decision whether or not to accept.
The problem is that if the job listing didn’t do a good job of describing the role, you and the developer might be missing the fact that it’s not a good match. Review the notes from recent exit interviews. If you notice a pattern of developers leaving because they had different expectations for the role, take a closer look at what you’re telling candidates in your job postings.