Job Posting Attractiveness Checklist

It all comes down to focus.

Answers to the two questions above are critical to how effective your posts will be at attracting passive candidates, who aren’t seriously looking, perhaps, but are window-shopping, hoping to be wowed by an opportunity so powerfully attractive they can’t help but apply.

First, let’s get on the same page. Traditional job postings operate on the assumption that passive candidates will patiently read through generic job descriptions to somehow “find” themselves in the role. This couldn’t be further from the truth.

Attracting passive candidates requires attracting, not just for skillset, BUT MINDSET AS WELL.

• In fact, studies show that mindset is more important than skill set in determining chosen candidates’ success, and longevity, in the role. So, a greater mindset focus in your job post messaging creates an irresistible emotional resonance or “pull” when it’s not done blindly, but is tailored specifically for passive candidates, making your posts Ideal Fit candidate magnets!
• Assuming you’re doing a pretty good job communicating the skill set you’re looking for, then shifting your focus to attracting also for mindset becomes super critical.

Turns out, what we’ve learned about attracting for mindset and mindset fit in the workplace over 40 years of IO psychology-based recruitment marketing has a bit of good news and some bad news for what you’re probably currently doing…

• Chances are, a lack of mindset focus will cause passive candidates to lose interest almost immediately, and move on to the next posted opportunity
• Which is why, in the end, so many organizations waste enormous resources interviewing candidates who look good on paper but don’t align culturally or motivationally

However, by leading with psychological resonance rather than job mechanics, you’ll attract the right people, people who don’t just meet the technical requirements—they’ll be genuinely excited about each specific opportunity.

• The result is higher application quality, better interview conversations, and ultimately, longer tenure and higher performance from new hires
• The depth of research and strategic thinking required to create these targeted messages is why many organizations find it more effective to partner with specialists to define the message that makes each role most resonant

How targeted is your job post messaging?

How strong is your posts’ emotional resonance or “pull?

Checklist Criteria

The fewer “yes” answers you have, the less attractive your posts will be for the right people.

Do your posts go beyond the skills required to perform the job, to include the mindset that will enable them to perform optimally whatever each day brings?

Are your posts capturing the right people’s imaginations for the personal strength you’re looking for, which happens to match their Inner Hero, the personal strength they value most deeply about themselves and want to be valued for on the job?

• Appealing to this personal strength is a proven way you not only increase the number of ideal Fit applicants while reducing the number of unfit applicants

Are your posts giving the right people a real feel for the working dynamic of the team they’ll be joining?

• Having a team dynamic focus ensures the applicants you get will be more likely to fit with the team, which makes them more likely to stay

Are your posts giving the right people a true sense of the workplace vibe at the location where they will be working, the professional atmosphere that ex ists in the hallways and common spaces?

• Having a workplace vibe focus similarly ensures the applicants you get will be more confident and productive in the location culture

Do your posts have content that speaks directly to the candidate who o ff ers more than just technical capabilities, bringing the role to life, giving them a deep understanding of what’s possible to achieve, and how they’ll be valued in the role?

• Posts written solely from the company perspective, focusing just on skills, don’t resonate deeply enough to touch the right people profoundly enough to generate an application— every hire meets the skill requirements. It’s the psychological intangibles driving job satisfaction that motivate people to seek change, even though change can be hard. But they know they should be happy at work. And knowing they’ll be valued is the surest way to know they’ll be happy.

PowerPosts start by using the power of AI to enhance your basic job descriptions, shortening, simplifying and tightening them, while warming, humanizing and freshening their language. Then going a huge step further, adding IO psychology-based content that gives the right people a real window into the day-to-day. So they don’t just become infatuated with the organization, they’ll fall in love with the role. They know what to expect when they get there. So they’re happy from the start. And stay.

Find out more…

Uncovering these key drivers and leveraging them in your posts is what PowerPosts is all about. To find out more about how you can leverage PowerPosts…

Visit PowerPosts.io now→