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Post by Rich Moy on Sep 29, 2016 12:00:00 PM

How exciting is it to see that your inbox is suddenly overflowing with applicants to an urgent technical opening? I still have vivid memories of diving into large piles of applications with high expectations, only to find that nobody was qualified for the job. As challenging as it is to write tech job listings that make developers want to work for you, it’s even more important to write copy that grabs the attention of the right candidates. To help you identify ways to make the right edits, here are a few common reasons that the developers you’re looking for aren’t responding to your job listings.

They’re (Still) Not Transparent About Salary

Whenever I ask developers what they’d like to see more often in tech job listings, salary comes to mind for them almost immediately—which means that many employers are still omitting it from their job listings. Considering that our engineering team saw a 75% increase in clickthrough rate on job listings that included compensation ranges, employers who aren’t transparent about salary run the risk of driving the right developers away. Not only does this lack of openness make candidates look for other opportunities, but developers who would otherwise be interested in learning more about the company are left in the dark about whether or not they’ll receive fair market value.

They Tell Developers Too Much About What They Already Know

Your tech job listings are ultimately marketing assets—and their main purpose is to tell developers a compelling story that makes them excited about working for you. While candidates do want to know things like your tech stack and management style, you’ll lose their attention quickly if the majority of your job listings describe things they already understand. Sure, you should learn basic tech terms to equip yourself to have deeper recruiting conversations with candidates, but it’s unnecessary to include long lists of tech jargon in your job listings. Tell a story about what makes your company a great place for developers to work, and focus less on the things developers already know about what code is capable of doing.

They’re Not Scannable Enough

Even if you’ve developed a unique writing style that you think resonates with developers, be mindful of the fact that candidates do not spend a lot of time reading job listings. In an eye-tracking study conducted by TheLadders, researchers found that job-seekers spent an average of 49.7 seconds reading a job listing before dismissing it as a poor fit. This is especially eye-popping considering that the top developers are not looking for new jobs. Before you make any drastic edits to your tech job listings, ask your developers to review them quickly and evaluate how scannable they find them to be. If they aren’t getting your main points within the first minute or two, it’s safe to say that they’re also not attractive to the right candidates.

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