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Welcome to our newsletter! When you’re hiring, the key is to present your business in a way that genuinely reflects what it’s like to work with you. This starts with the job posting. Most companies throw up generic, corporate-sounding listings, but that approach rarely attracts the right fit. If you want the best people, you need to stand out from the start—and that begins with two different kinds of job postings.
One posting should be for your entry-level roles. This could be for positions like driver’s helpers or assistants—people who won’t necessarily play a huge role but are essential to the team.
For higher-level positions, you’ve got to go further. Show potential candidates what it’s really like to work with you. Make your job postings different. Make them memorable. Write them in your voice—however you speak, that’s how your posting should read. People should know exactly what they’re getting into. Don’t put on a corporate front if that’s not how you run your business. Be upfront and show your character. You want candidates who understand your culture before they even step into the interview.
When I was hiring internal staff and drivers, I made sure the job posting reflected who I am and how I run my business. I’m no-nonsense and straightforward, and my job listings said just that. I think I even swore in one of them because I wanted to filter out anyone who wasn’t comfortable working in that kind of environment. The result? I got a team that really fits with how I operate. Some of my guys have been with me for years, and my office staff works together like a well-oiled machine. We gel, we get things done fast, and we trust each other—and that’s no accident. It’s because the right people applied in the first place.
This approach worked just as well when hiring for my digital ad (anti) agency, adimize.com. The right candidate-job culture fit is everything. You want people who mesh with the team, share your vision, and can help move the business forward. When everyone’s aligned, the whole team works more efficiently, and goals get met quicker.
So when you’re hiring, don’t follow the same script everyone else is using. Speak to the character of your company. Show people what it’s really like to work there, and you’ll attract the right candidates from the start.
Now, let’s talk qualifiers real quick. If you’ve ever posted a job on Indeed or anywhere similar, you know you can get swamped with applications. Here’s what I do to cut down on the noise. In the job listing, I ask candidates to do something specific—like email me personally or submit a unique cover letter with certain details. These qualifiers weed out the people who can’t even follow simple instructions.
From there, I track how quickly candidates respond to my emails. If they follow my directions and get back to me in a reasonable time, I know they’re serious. These steps save me a ton of time before I ever have to schedule interviews or make phone calls.
Takeaway? Make your job postings unique, add qualifiers, and be true to your company’s culture. You’ll attract the right people who can flourish in your business, and that’s how you build a great team. 🫱🎤 ✌️
Justin Hubbard
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