Job Posting Optimization

Are your role requirements excluding Disabled Individuals? Here are four of my personal icks when it comes to role requirements. **Must be able to work in a fast-paced environment** Not everyone navigates and interacts with the world in the same way. Some of us might take a little longer to complete tasks because of barriers that you probably aren't even aware exist. Adjustments/ accommodations might help us overcome some barriers, but this statement doesn't consider this and instead creates a barrier from the offset. **Must have strong verbal communication skills** This statement may exclude candidates who are Deaf, Neurodivergent, Autistic, or have Speech Disabilities. This does not mean these individuals cannot communicate. It just means they may excel at communicating through other means like sign language, written communication, or the aid of assistive technologies, etc… **Must hold a Degree** Education is a privilege. Many Disabled individuals have struggled to receive an equitable education. Meaning we have not had the same opportunities. We might have struggled with barriers resulting in us leaving education. By enforcing this requirement, you are potentially excluding a chunk of Disabled candidates. **"Must hold a driver's license"** This one is my biggest pet peeve. If a person is applying for a role such as Bus Driver, Taxi Driver, Race Car Driver, etc., then ask for a license. But if it is an office-based role, etc., then this shouldn't even be a requirement. If travel is required, an adjustment/ accommodation should be made for alternative travel arrangements. But again, unless I'm applying to be a race car driver, please stop excluding Disabled folks who are unable to legally drive. What are your personal icks when it comes to exclusionary job descriptions? Image Description: A dark background with outlines of stick figures representing non Disabled folks. Scattered across are solid blue and orange stick figures representing visible and non-visible Disabilities. A white text box reads, "Whether it's intentional or unintentional your job description might be creating barriers that exclude Disabled candidates. Meaning it might be ableist.” #TuesdayThoughts #DiversityAndInclusion #DisabilityInclusion #Ableism

Here's my can't-live-without hack for making every resume irresistible and doubling my clients' interview rates: Before writing a single word on their resume, I have them create a T-chart. Left side: "I HAVE" (their skills and experiences). Right side: "THEY NEED" (requirements from the job posting). It sounds simple, but it works. Most job seekers write chronological obituaries that list what they've done in the past instead of showing what they can do for their future TARGET role. And unfortunately, hiring managers won't connect the dots for you. This T-chart forces you to bridge that gap. Every bullet point becomes a direct response to their needs. My client David went 6 months with zero callbacks until he reached out, and we used this strategy to align his experience and skills with his target roles. Within 3 weeks of using the T-chart method, he had lined up 4 interviews. Now it's your turn. Create your T-chart before your next application. Watch how differently you write when you're speaking their language, not yours.

Everyone in Silicon Valley is hiring. Very few are hiring well. Every day on Instagram, I get DMs from candidates frustrated by how broken the job market feels. And on LinkedIn? Recruiters are just as overwhelmed. So over the last three weeks, I’ve been meeting with recruiters and marketers in my network to understand where things are actually breaking down. The takeaway: it’s not a talent shortage - it’s signal overload. If you’re a recruiter drowning in resumes, intro calls, and “on paper they looked great,” here are three ways to make your life easier and attract better talent:  1. 𝗛𝗶𝗿𝗲 𝗶𝗻 𝗽𝘂𝗯𝗹𝗶𝗰: Not a generic “We’re hiring a Marketing Lead - apply here.”I mean showing the process. Post a video explaining what you’re actually looking for. Share anonymized examples of what moves candidates forward (and what doesn’t). Talk about the good, the bad, and the messy. It creates social buzz, builds trust, and teaches candidates how to stand out before they apply.  2. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗵𝗶𝗴𝗵𝗲𝗿-𝘀𝗶𝗴𝗻𝗮𝗹 𝘀𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴 𝘀𝘁𝗲𝗽: Instead of endless intro calls, give candidates a short, async exercise tied to the real job - a Loom walkthrough, mini case, or 30-minute prompt. High-intent candidates lean in, low-intent ones opt out. You get a real signal before the first call. Candidates save time, and interviews become conversations, not auditions. I’ve been exploring tools like The Aurora Co. (www.theauroraco.com) which let recruiters create role-specific, AI-scored case exercises with structured feedback and analytics.  3. 𝗣𝘂𝗯𝗹𝗶𝘀𝗵 𝗮 “𝗪𝗵𝘆 𝗬𝗼𝘂 𝗪𝗼𝘂𝗹𝗱 𝗛𝗮𝘁𝗲 𝗧𝗵𝗶𝘀 𝗝𝗼𝗯” 𝗽𝗼𝘀𝘁: Instead of overselling the role, be radically honest. Share what’s messy, what’s unclear, and what kind of person will struggle in this job. Is it scrappy? Under-resourced? Fast-changing? Say that. The wrong candidates will self-select out immediately, and the right ones will lean in harder. Recruiters waste less time on misaligned interviews, and candidates walk in with eyes wide open - which makes every conversation higher quality.

Words matter in hiring, and some need retiring. 🙏🏾 Across countless job posts, there’s the persistent use of labels like "junior," "senior" and "entry-level." These terms, while deeply embedded in hiring practices, often create unnecessary barriers and exclude otherwise well-aligned talent. Consider these scenarios: - A career shifter with 15 years of experience in an adjacent field - A returner to work after taking time to care for family - Someone whose path wasn't linear but whose skills are sharp None of these individuals fit neatly into "junior" or "senior" boxes, yet they might be exactly who your team needs. So what works better? Focus on describing: - The specific skills required - Clear deliverables expected - Actual scope of responsibility - Budget range Today I coach BOTH job seekers and hiring managers, and I've witnessed how inclusive language opens doors to diverse and unexpected matches for my clients. When we remove those labels, we create space for a whole lot more talent. Experience comes in many forms, and potential isn't always packaged in traditional career trajectories.

Automation isn’t the villain, applicant volume is. However, there is an ongoing debate about ATS filtering, automation, and AI screening. One post I responded to said that trying to automate the application stage doesn’t work and that we need to stop screening out humans and start hiring like humans. This makes for good engagement, but I think we're focusing on the wrong villain. Whether you screen 300 applications manually or use AI, the truth is that companies will still only interview roughly 5% of applicants, sometimes more, sometimes less. So, the real issues aren't the tools we use; they're: • Application volume: You have one role, hundreds of applicants, and limited interview capacity • Poor tech implementation: Companies deploy automation and tools without a proper strategy or candidate experience consideration • Lack of feedback loops: Companies are not getting back to unsuccessful candidates, although modern ATSs make it incredibly easy. But here's what everyone's missing about automation. Manual screening often means many applications won't ever get reviewed (that's a volume and resource issue). Plus, manual screening is obviously flawed due to bias. Two identical CVs - one with a ‘foreign’ name - still receive 30 % fewer callbacks, even in 2025. So, instead of manual screening taking up all of a recruitment team's time, tech can actually free up time to: • Bring more suitable candidates into the mix - think, early skills assessment tools as the first step of the interview. So everyone gets a shot to show they've got the minimum required skills • They'd have more time to have actual conversations with talent • Provide feedback to unsuccessful applicants quicker • Focus on what humans do best – building relationships and assessing for culture and value alignment Something we will not be able to solve is the fact that there are often far to few roles for too many people. This automatically makes for a disappointing experience for most. This could at least be softened. Companies need to get better at setting up proper feedback systems and touchpoints that respect the effort applicants put in. I think, when done right, good recruitment tech can create a better experience. What's your experience? Do you see automation used to create better candidate experiences? #recruitment #rectech #candidateexperience #ai

Are your job descriptions unintentionally turning away diverse talent? 🤔 In many organizations today, a recurring issue persists despite the company’s commitment to diversity: job postings aren’t attracting a diverse pool of candidates. While the leadership may be determined to ensure the company’s workforce reflects the diverse audience they aim to serve, hidden barriers within their hiring process may be unintentionally hindering progress. 🚩 🚩 Here is a list of phrases that should not appear in your job descriptions: 1️⃣ Rockstar” or “Ninja These terms can come across as masculine-coded or overly aggressive, potentially alienating women, nonbinary individuals, or those from cultures where such language is not common. 2️⃣ Native English Speaker This phrase can exclude candidates who are fluent in English but do not consider it their first language. Instead, use “proficient in English” if language skills are essential. 3️⃣ Must have X years of experience Rigid experience requirements can deter highly capable candidates with transferable skills but fewer formal years in the field. Focus on competencies instead. 4️⃣ Work hard, play hard This phrase might suggest a high-pressure, workaholic culture, which can alienate candidates seeking work-life balance, caregivers, or those prioritizing mental health. 5️⃣ MBA required or similar academic credentials Requiring advanced degrees when they aren’t truly necessary can exclude candidates with nontraditional educational paths or valuable real-world experience. 6️⃣ Fast-paced environment While common, this phrase can feel overwhelming or exclusionary to candidates with disabilities or those seeking more structured roles. Be specific about the nature of the work instead. 7️⃣ Culture fit This vague term can perpetuate unconscious bias and favoritism. Use “aligned with our values” or “culture add” to highlight the importance of diverse perspectives. 8️⃣ Strong verbal and written communication skills While valid in some roles, this phrase might dissuade neurodivergent candidates or those for whom English isn’t their first language if not clarified. Specify what kind of communication skills are truly needed. ✍️ By replacing these terms with inclusive, skill-focused language, organizations can craft job descriptions that not only attract a broader and more diverse pool of talented candidates but also align more closely with the diverse customer base they aim to serve. #InclusiveRecruitment #DiverseTalent #HRInnovation #InclusiveWorkplace #AttractTopTalent ________________________________ 👋 Hi! I am Luiza Dreasher, DEI+ Strategist and Facilitator. Looking to create meaningful change within your organization? I can help you implement successful and long-lasting DEI strategies that foster inclusion, attract diverse talent, and drive innovation. Let’s connect to explore how we can achieve your goals together!

Remote jobs aren’t disappearing. Bad search strategies are. By 2026, remote work isn’t about where you look. It’s about how you look. Most people fail because they: → apply everywhere → use the same resume → compete with thousands blindly This cheatsheet fixes that. Here’s how to use these top remote job websites the smart way → Start with vetted platforms first Not all job boards are equal. Some filter scams. Some don’t. Prioritize platforms that hand-screen roles and companies. → Match the site to your goal Different platforms serve different paths. → Full-time remote roles → Startup and tech jobs → Freelance and contract work → Digital-nomad friendly roles Use the right site for the right outcome. → Don’t spray applications High volume ≠ high results. Apply intentionally. Tailor your resume and keywords to each role. → Use alerts like a weapon Speed matters. Set daily alerts. Apply within the first 24–72 hours. Early applicants win more interviews. → Optimize for remote keywords “Remote” “Distributed” “Async” “Global” These words matter more than titles. → Leverage platforms with direct access Some sites let you connect with founders or hiring managers. Less gatekeeping. More signal. → Track everything Which sites convert? Which roles reply? Stop repeating what doesn’t work. → Avoid platforms that charge to hire you Never pay to get hired. Fees should only exist on optional premium features, not access. → Remote hiring favors clarity Clear resumes. Clear portfolios. Clear positioning. Confusion kills remote chances fast. The biggest mistake remote job seekers make? They treat remote work like traditional hiring. It’s not. Save this. Pick 2–3 platforms. Master them for 30 days. Remote jobs don’t reward effort. They reward precision.

Ben Horowitz, co-founder of a16z, says "knowing what you want" is the most important step in hiring. Most teams skip it. Then they wonder why their job posts attract 200 applications and zero qualified candidates. Here are 5 principles that fix this: 1. Write what they'll ship, not who they are "Strategic thinker" and "detail-oriented" tell candidates nothing. By Day 90, a Senior PM should have launched the first version of the signup experience and improved new user activation by 10-15%, built a 6-month roadmap with engineering and design, and set up the core metrics dashboard. That's outcomes. When hiring managers send you buzzword JDs, send them back with this template and three examples. You're the expert. Own it. 2. Use the action-result template every time "By Day 90, you have [action] [problem area] to deliver [measurable result]." For Enterprise Sales: built a territory plan and outreach system, started 10 qualified conversations, closed one new customer. For Engineering Manager: reduced system downtime to near zero, hired two senior engineers, cut code review time by 25%. When hiring managers push back, ask them what success looks like. They'll figure it out fast. 3. Let the wrong people opt out When outcomes are specific, qualified candidates see themselves in the role immediately. Unqualified candidates see the bar and move on before applying. This is self-selection. This saves your team 20 hours of screening per role. When you deliver better candidates faster, you become indispensable. Clarity is your leverage. 4. Measure what matters: passthrough rate A/B test buzzword post vs outcome post. Track your apply-to-screen passthrough rate by source. If it jumps from 15% to 25%, your targeting improved. If time-to-fill drops by a week, your self-selection worked. 5. Avoid vague outcomes that don't filter "Improve conversion" is not an outcome. "Lift week-1 activation by 10-15%" is. "Build relationships with customers" is not an outcome. "Close one land deal and progress two expansions to commit" is. The difference is measurability. If a candidate can't picture hitting the metric, it's too vague. Push back on hiring managers when outcomes are fuzzy. Your job is to attract the right talent, not process 200 wrong applications. Personally, I always start with first 90 days, and first 12-18 months outcomes. All the standard things you design your loop around (experience, strengths, etc.) are much easier to crystallize once you know what this person needs to do. — Try it now: Replace 3 adjectives in your next job post with 3 day-90 outcomes. Publish it. Measure passthrough. Show your hiring manager the difference. This is how you go from order-taker to strategic partner.

Honestly if I see another generic old JD disguised as an advert 🤯...I figure if you're going to go to the effort (and spend the money) for advertising roles, then you should do a good job of it! ❌ Stop Copying and Pasting Job Descriptions Urgggh, another laundry list responsibilities that read like the terms and conditions on a website. Or worse, very little information on what you're looking for. No-one wants gets excited reading through 15 bullet points. ✔️ Instead of saying, "You’ll be responsible for managing social media accounts," say, "You’ll play a critical role in shaping the online voice of a brand that reaches millions." Which sounds more appealing? ➡️ You're Selling a Role, Not Just Offering a Job Think of your job posting like a marketing campaign. You’re selling a career opportunity, not just a position to fill. What’s exciting about the job? Why should someone leave their current role to join your team? Highlight the things that matter to real candidates—career growth, innovation, challenges, and culture. Candidates want to know: - What’s in it for them? - How will their work be valued? - What’s your company’s culture like? ✔️Focus on what makes your company and the role unique. Avoid vague statements like "competitive salary" or "great benefits." Be specific—do you offer remote work, flexible hours, or development programs? Are you working on industry-shifting projects? Sell it! ⁉️Are You Offering What People Actually Want? 💲It’s 2024, and people want to know what they’re getting into. If you’re hiding behind ‘salary negotiable’ or refusing to disclose a range, you’re probably losing out on the best people. Be upfront—if you value talent, show it with the offer. 🤸Flexibility and Work-Life Balance: Remote work? Hybrid options? These are no longer ‘nice-to-haves’—they’re often deal-breakers. If you’re stuck on requiring people to be in the office five days a week, you’re narrowing your candidate pool dramatically. Be clear about how you accommodate people’s lives outside of work. 🌷Growth Opportunities: Talented professionals want roles where they can grow, not stagnate. Are you providing opportunities for mentorship, upskilling, or leadership development? Be vocal about these options in your job postings. No one wants to jump ship for ‘just another job.’ They want a challenge, a growth opportunity, and a place where they can make a real impact. Are you offering that? The first person that DM's me their job advert that needs some love, gets it done for free. Go.

I've often heard HR professionals & bosses express frustration about not receiving enough applicants, even after investing in platforms like LinkedIn's "Easy Apply." The intention behind "Easy Apply" is to encourage applications by simplifying the process. However, when candidates are required to complete multiple steps, sometimes up to six (yeah! Crazy right), even after uploading their CV or resume, it becomes a deterrent. Data supports this concern. Lets see… According to SHRM, the candidate drop-off rate for individuals who start but don't complete an online application is a staggering 92%. Additionally, a study highlighted by Prevue HR found that 60% of job seekers abandon online applications due to their length or complexity. This indicates that overly complicated application processes can significantly reduce the pool of potential candidates! Some might argue 🤨 that a lengthy application process filters out less serious applicants. However, this perspective is increasingly outdated. Talented candidates often view such processes as indicative of a company that is: 1. Behind the times 2. Lacking clarity 3. Overly bureaucratic 4. Distrustful of applicants Consequently, organisations risk losing top talent and may end up with applicants who are merely willing to endure the cumbersome process, rather than those who are the best fit. Leading companies are now focusing on streamlining their application procedures. By reducing unnecessary steps and only collecting essential information, they not only minimize potential biases but also enhance the candidate experience. Research from Appcast shows that shortening the application process to five minutes or less can increase conversion rates by up to 365% !! Yes! As we move further into 2025, it's imperative for companies to reevaluate and simplify their application processes. By doing so, they can attract a broader and more qualified talent pool, ensuring they don't miss out on the best candidates due to an overly complex application system. Do reach out if you wish to have chat on this!