Candidate Experience Optimization

Today's job descriptions are awful. They drive away top talent and waste everyone's time. Here are 8 things every great job description should include: 1. A Realistic Salary Range Sorry, but $0 - $400,000 isn’t a real range. You’re not fooling anyone with this. You’re just telling candidates that you think pay transparency isn’t something you’re serious about. 2. Location Transparency Remote means remote. Fully in office is fully in office. Saying a position is “remote” only to mention it’s hybrid or in office at the bottom doesn’t help anyone. 3. Clear, Realistic Qualifications Listing every platform, skill, and qualification imaginable in an industry isn’t realistic. Get clear on your needs and goals, research the specific skills this hire needs, and include them by name. 4. Who Will Excel in This Role Outline the ideal hire for this role, including: - Traits - Tendencies - Work Style - Cultural Fit Be specific and share examples! 5. Who Isn’t a Fit for This Role Outline who wouldn’t be a good fit for this role, including: - Expectations - Tendencies - Work Style - Cultural Fit Be specific and share examples here too. 6. Describe What Success Looks Like Describe what success will look like for this hire, including: - Tangible Goals - How Goals Are Calculated - How Goals Are Monitored - How Employees Are Supported In Reaching Goals 7. Describe the Team Culture Culture is key for both employers and employees. Describe yours including: - Work Style - Boundaries - Values - Expectations 8. Outline the Hiring Process Include a step-by-step timeline of the hiring process, including: - How many rounds - Stakeholders involved - Estimated response times Then stick to it. What did I miss?

Your job postings are repelling top talent. Here’s why. Most companies think about hiring people like this: "We need to fill this position.” But here's the reality: Top talent isn't looking for positions. They're searching for stories they can be part of. The biggest mistake companies make in job postings? They sell jobs. Not journeys. This is what I mean… Two identical roles. Two different approaches. First approach: "Senior Project Manager position available" → 47 applications Second approach: "Lead our expansion into Asia, build teams across 5 countries" → 312 applications The difference? One offered a job. The other promised a journey. Here's what most companies do vs. what they should do: Traditional Approach: ↳ Lists responsibilities ↳ States requirements ↳ Mentions salary range ↳ Describes benefits package The Journey Approach: ↳ Shows growth trajectory ↳ Paints future possibilities ↳ Reveals mentorship programs ↳ Demonstrates impact potential ↳ Highlights learning opportunities Because exceptional candidates don't just want: - A salary - A title - A desk They want: - Impact they can measure - Challenges that stretch them - Stories they'll tell for years Here's what I've learned about attracting top talent: 1. Paint the future, not the present 2. Show growth paths, not job descriptions 3. Highlight challenges, not just responsibilities 4. Share the 'why,' not just the 'what' The companies winning the talent war aren't selling jobs anymore. They're offering chapters in people's life stories. And that's what makes all the difference. Share in the comments if you’ve experienced great hiring 👇 🔔 Follow me (Mostyn Wilson) for more insights on career development. __ P.S. Enjoying these insights? Subscribe to my newsletter for fortnightly deep dives: https://lnkd.in/eE287NTG

The best candidates weren’t always the most experienced. They were the most clear. And as a former hiring manager for a Fortune 50 company, I saw this all the time. We didn’t choose the person with the longest resume. We chose the one who made it obvious they could do the job. Here’s what they did differently: 1. Framed their story around impact They led with results, not responsibilities. 2. Aligned their resume and LinkedIn Everything pointed to where they were going, not just where they had been. 3. Focused on traits that matter Adaptability. Ownership. Clarity. Not just job titles. 4. Owned their career change They explained it clearly and made the shift feel intentional. 5. Made it easy to say yes Clean messaging. Clear fit. No confusion. 6. Communicated with confidence Not arrogance. Just clarity on the value they bring. 7. Showed they could grow They didn’t need to check every box. They needed to show potential. Most people think they’re being rejected because of experience. But more often, it’s a positioning problem. Reshare to help someone stop getting filtered out. And follow me for more insights from the hiring side of the table.

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!

Hiring managers, stop blaming the talent pool - maybe your job descriptions are the real problem. How often do we hear companies struggle to find the right talent?  What if the issue isn’t a lack of skilled professionals, but a lack of clarity in job descriptions? Take the Project Manager role, for example. Too often, job descriptions are filled with vague phrases like “strong communicator,” “problem solver,” or “ability to multitask,” which don’t explain what’s truly needed day-to-day. A clear job description goes beyond just listing soft skills. It should be specific about the actual tasks and responsibilities the role will involve, such as: 1. Managing 3-5 projects simultaneously, leading cross-functional teams (design, engineering, marketing) to deliver on-time with 95%+ completion rate. Creating and managing project timelines, ensuring 90% of milestones are met on schedule, with delays not exceeding 5% of the total timeline. 2. Coordinating with 5+ stakeholders and clients, managing scope changes, and achieving a 90% satisfaction rate in client feedback surveys. 3. Tracking and managing project budgets, maintaining expenses within 3-5% of the original budget, and identifying cost-saving opportunities worth 10% of the total budget. When you take the time to clearly define these tasks, you’ll attract candidates who are confident they can succeed in the role, rather than those who are simply guessing what the job entails. Clarity in job descriptions doesn’t just help you find better candidates, it saves everyone time and frustration. The more precise you are about what you need, the easier it is for both candidates and hiring managers to align. How do you ensure your job descriptions reflect what your team actually needs? Let’s discuss!

Had an eye‑opening conversation with a potential client this week. They told me their biggest hiring bottleneck wasn’t volume, it was quality. Their current vendor wasn’t spending enough time truly screening candidates, the questions asked were very basic and didn’t reflect the depth the role required. The result? Candidates came in misaligned, underprepared, and not fully briefed on what the job truly demanded. And here’s the real impact: When a recruiter doesn’t take time to understand your business, your brand takes the hit, not theirs. What’s worrying is that more vendors in the Philippines are lowering their rates just to win accounts, and clients are now experiencing the consequences: ⚠️ Low engagement, ⚠️ Poor screening, ⚠️ Weak candidate experience, ⚠️ Roles left unfilled. This race to the bottom doesn’t help anyone, not companies, not candidates, not the industry. The right recruitment partner shouldn’t be the cheapest, the right partner should be the most invested. Choose the one who screens deeply, The one who protects your brand, The one who acts as a trusted advisor, not a CV supplier. Because in hiring, quality isn’t an expense, it’s protection.

If your job description doesn’t mention salary, timeline, or skills… it’s incomplete. And candidates know it. This is one of the biggest reasons companies struggle to attract the right talent. As a career coach, I’ve reviewed thousands of job descriptions and the pattern is always the same: unclear roles, mismatched expectations, vague responsibilities, no salary transparency, and zero clarity on timelines. When job postings are confusing, the hiring pipeline becomes chaotic. But here’s the good part: The companies that write crystal-clear job descriptions attract the right candidates immediately, without wasting time, effort, or resources. Over the years, I’ve watched hiring managers completely transform their results by fixing just 5 key areas: ✅ 1. Salary Transparency Be honest. Be clear. Add a range. Candidates do better when expectations align from the start. ✅ 2. Clear Deadlines State application closing dates. It helps candidates plan, and helps you avoid endless follow-ups. ✅ 3. Skill Clarity List essential skills, not a dream wishlist. Clarity simplifies screening and attracts the right people. ✅ 4. Role Expectations Explain the real day-to-day work. Highlight growth opportunities. Show the impact of the role inside your organisation. ✅ 5. Cultural Fit Tell candidates what kind of team and environment they’re walking into. Culture is often the deciding factor. Job descriptions aren’t rocket science. Hiring great people existed long before fancy platforms and AI tools. Most companies don’t need more applicants. They need clearer communication. Fix these basics → and your hiring pipeline will instantly improve. 💬 Your turn: What’s the worst job description you’ve ever seen? (Repost this for hiring managers who need it) If you're a student confused about job roles, industry expectations, or how to choose the right career path. Connect with me on DM, I’ll help you get clarity and direction.

First Impressions Matter... Especially for Candidates! The employee experience begins the moment a candidate interacts with your business. The first interview isn’t just an interview, it’s the start of their onboarding journey. If that first interaction isn’t great, it sets the tone for everything that follows. I’m challenging businesses & hiring managers to rethink how we treat candidates. Why make them jump through hoops when they haven’t even had enough info to decide if they want to join? 💡 A shift we’ve made: We’ve agreed globally & for all level roles, to hold the hiring manager interview before the case study/task. This ensures candidates have enough information to make an informed decision before investing time in a task that might not even be relevant if they aren’t aligned with the role or team. 💭 Why does this matter? I get it, hiring managers might think, “But what if they fail the test?” The truth, candidates who meet with the hiring manager first are MORE engaged, motivated & informed allowing this to shine through in their task. There will also be less drop off from candidates who haven't had a chance to meet the most important person in the process - their future manager! Talent - Here’s how to start: 1️⃣ Audit your funnel: Where are candidates dropping off, and why? 2️⃣ Map the candidate journey: How is their experience at each stage? Are they feeling informed and valued? 3️⃣ Educate hiring managers: Candidate experience isn’t just about filling a role - it’s setting up a future employee for success. Their experience impacts engagement and retention long after they're hired. 💪 Now’s the time for action. Let’s not just hire great talent, let’s treat them right from the start. Prioritise their experience and see how it impacts conversion, engagement, and retention. 💬 I’d love to hear from you — Hiring managers, how are YOU ensuring a great candidate experience? Candidates, what’s your experience been like? Talent, what have you built in to ensure engaging interview process? Drop a comment, share your thoughts and let’s start a conversation! 👇 #CandidateExperience #EmployeeExperience #Hiring #InfluencingVoices

Don’t forget, interviews are a two-way street. It doesn’t matter how good your product is, how much you’ve raised, or how impressive your growth numbers look. If you don’t treat your people and your candidates well, you’ll never build something truly special. I’ve seen it too often: Six days a week in the office. Expecting candidates to take a pay cut. No feedback after interviews. Over a week to review resumes or move to the next stage. And then leaders wonder why they’re losing talent. You’re not just losing top candidates who applied, you’re damaging your employer brand in ways that can’t be easily repaired. People talk. They tell their network. And that story spreads fast. The candidate experience isn’t just a process. It’s part of your brand. Even if someone doesn’t get the job, make it a memorable experience. Because if you do, they’ll still tell the world, but just for the right reasons.

“Only successful candidates will be contacted.” That line says it all. You’d never treat your customers like that, so why is it acceptable for candidates? If your hiring process feels disjointed or – even worse – you’re not getting back to people, they won’t just walk away from the job. They’ll walk away from your brand. Candidate experience isn’t a box to tick. It’s one of the most powerful brand touchpoints you’ve got. Every message, every interview, every bit of communication tells people who you are – even if you never actually hire them. And yet so many businesses still treat candidates like they exist outside the brand. Your hiring process is an extension of your marketing. If it feels unorganised, unresponsive, or impersonal, it damages trust. If it feels thoughtful, consistent, and human, it builds it. Virgin Media discovered this the hard way. Their poor candidate experience wasn’t just costing them talent - it was costing them customers. When they analysed it, they realised rejected candidates were cancelling subscriptions, costing the business around £4.4 million a year. That’s not a recruitment issue. That’s a brand issue. If you want people to believe in your culture, start by showing it to them - not just telling them about it. Not sure if you’re nailing your candidate experience? (And don’t feel bad if not – 90% of companies I’ve worked have struggled with it.) Pop me a message. I’ll give you a free review of your hiring process, touchpoints, and comms, and share what I’ve seen work in successful brands like ASOS – and of course, what Virgin Media did to turn their experience from a £4.4m loss into a £7m profit.