“I’ve had a job posted for weeks and can’t seem to attract quality candidates, let alone many applicants in the first place. What do I do!?”
If you’ve had these thoughts, first, I want you to know that you’re not alone. Second, stay calm, the solution is simple.
The truth is, in today’s job market, you have to be found online, clearly articulate the role and what part it plays within the broader picture, stand out from other companies, and compete with other companies on compensation package.
Sound like a lot? Don’t worry, I’ll break it down for you:
Most Important: Craft your Job Description the right way
If your job post is gathering dust, your description might be to blame. Candidates are skimming dozens of listings—yours needs to stand out and make sense.
Start with a clear, searchable title (skip the “Marketing Rockstar” and “Chief Problem Solver” titles). Then, write a short, energetic summary that highlights what the role actually does and why it matters.
Instead of a laundry list of tasks, stick to 5–7 key responsibilities, grouped logically and focused on outcomes. When it comes to qualifications, be realistic. Don’t chase unicorns—separate “must-haves” from “nice-to-haves” to keep good people from self-selecting out.
Finally, give a glimpse of your team and culture. Share what makes working at your company rewarding beyond the paycheck, and be honest about benefits, growth opportunities, and work style. Then close with a clear next step—how to apply, what to expect, and a quick encouragement to reach out even if they don’t meet every box.
Benefits: Lean Into Flexibility and Growth
Benefits don’t always have to be monetary. If you don’t have a big budget for bonuses, flexible spending accounts, large salaries, high investment matching, etc., etc. then lean into what you have: flexibility and growth. Highlight things like flexible schedules, growth opportunities, cross-training, and being part of something meaningful.
Ask Your Network for Referrals
Referrals from customers, vendors, friends, and even other business owners are powerful.
Don’t be afraid to say, “Hey, we’re hiring. Know anyone great?” This works even better if you can combine large outreach via social media or email newsletter with personal, even in-person, outreach to key people in your network via email, phone call, or a small comment at a lunch meeting or networking event.
Remember, the best candidates are currently employed, so don’t be afraid to shoulder tap!
Make the Process Personal
If someone applies, respond quickly. If they interview, keep them informed. People remember how you made them feel, and every business can and should shine here.
It is absolutely critical to have a clearly defined and documented procedure for this hiring process. This allows the hiring process to continue even if someone gets sick or goes on vacation. Having templated emails, offer letters, and hiring and onboarding checklists make the process even smoother.
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If you want help finding your next hire, or even knowing how to think about hiring, reach out to us! Email us at team@copperquailconsulting.com, call us 602-512-5849, or schedule a quick Zoom call with us.
