Introduction
Have you noticed that hiring has become increasingly challenging? Despite advancements in AI promising to streamline the hiring process—by helping candidates tailor resumes and cover letters and enabling organizations to efficiently sort applications—it seems the opposite has happened. Job postings written by AI often fail to reflect the true nature of the job, while candidates use AI tools to craft generic applications designed to please HR, rather than showcase their genuine skills and interests.
Instead of focusing on alignment between candidates and roles, hiring has turned into a numbers game. Platforms with "easy apply" options enable candidates to send hundreds of applications at the click of a button, often with little thought or intention. The result? HR teams are inundated with resumes, many of which are irrelevant or unqualified.
I’m not here to sound like the "back in my day" guy reminiscing about simpler times. Instead, I want to offer a solution to this hiring chaos: a more thoughtful and honest approach. After over 25 years in operations—including plenty of trial and error in HR—I’ve learned that rethinking how we present jobs can transform hiring outcomes.
Over the next few weeks, I’ll share a series of articles on hiring strategies. If you miss them, they’ll also be available on my website: FoundationsBC.com. Today, we’re starting with the foundation of any hiring process: your job posting.
Why Your Job Postings Might Be the Problem
Many organizations unknowingly sabotage their hiring efforts by crafting job postings that are overly generic or misleading. Here’s a typical example:
"Come work with our organization. It’s not heaven, but it’s pretty close! Yes, we work hard, but if you majored in this field and have three years of experience, you’ll do great!"
This kind of posting might sound appealing, but it does little to filter out unqualified candidates. Instead, it opens the floodgates to hundreds (or even thousands) of applications from people who dream of working in "heaven" but lack the skills and experience you actually need.
A Radical, Honest Approach to Job Postings
About 10 years ago, I started advising my clients to take a different approach: be honest. Here’s an example of what that could look like:
"We’re a growing company, but we’re currently struggling with [specific challenge]. We need someone who thrives on solving this type of problem. If that’s you, please apply and include an example in your cover letter of how you’ve tackled a similar challenge at another organization. Applications without a tailored cover letter addressing this will not be considered."
This approach achieves several things:
Sets realistic expectations: Candidates immediately understand that your organization isn’t perfect and what challenges they’ll face.
Focuses on problem-solving: It clearly outlines the key problem they’ll need to address, attracting people motivated by that challenge.
Filters for qualified candidates: By requiring a specific example in the cover letter, you can quickly identify who has the experience you’re looking for.
Discourages "easy apply" submissions: Candidates who aren’t serious about the role are unlikely to put in the effort.
Addressing Common Objections
Some clients resist this strategy, often because they want to maintain an illusion of perfection. They fear that being honest about their challenges might deter candidates. However, the reality is the opposite: transparency builds trust and attracts candidates who are excited about tackling real challenges.
This approach won’t result in thousands of applications—but that’s the point. You’ll receive fewer applications, but the ones you do receive will be higher quality and more aligned with your needs.
Conclusion
Hiring the right people isn’t about casting the widest net; it’s about being intentional and honest. When you communicate the realities of the job—including the challenges—you’ll attract candidates who are not only qualified but also motivated to contribute to your organization’s success.
If you’re struggling to find the right people, start by reevaluating your job postings. Be honest, set clear expectations, and require candidates to demonstrate their problem-solving abilities upfront. It’s a small shift that can lead to significantly better results.
Stay tuned for the next article in this series, where we’ll explore how the DISC assessment is effective for candidate screening.
Take the first step today: rethink your job posting—and watch the quality of your candidates improve.
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