Let’s face it: the job market for developers is changing. Fast. Writing an outstanding job post means being clear and direct enough to catch the attention of the developer you want to hire. This year, job seekers, on average, are skimming more listings and sending more applications than they have for the past decade. So, what’s the strategy to attract the perfect hire?
Highlight Clear Expectations
Highlight clear expectations in simple terms. When a candidate feels they can predict their application process and understand fully their potential new position, you give them a concrete image to remember and the opportunity to prioritize your company over the many others posting wordy, corporate listings. A good job post cuts through this murky landscape with sharply apparent descriptions of what the applicant will be doing, how much the role pays, what benefits the company offers, and how to apply.
The simpler and more transparent, the better. Your goal is to attract the largest number of developers who are serious about getting hired by your company. Time spent identifying and expressing your expectations is time well spent.
First, Talk Tech
The first question most applicants will have is about the tech they’ll work with regularly if they get this job. Developers want to write code, and they also want to know what kind of code base they’ll work with and which tools they’ll get to work within the Laravel ecosystem. Prioritize this information and keep this part of the listing descriptive and specific. Answer general questions about developer experience now so you have time to discuss more interesting questions as the hiring process progresses.
Is this position going to work on a legacy application that needs a lot of love? Say that! Will your new hire get to use the latest & greatest versions of Laravel? Definitely mention that. Does the position use Livewire, Inertia, or something else? What kind of hosting and deployment should an applicant expect? Including these types of details enables candidates to prioritize applications that are a great fit and ensures you aren’t spending time talking to developers who don’t want to do the type of work you have in mind.
Next, Sell Your Company
Don’t forget that you’ll also need to sell the company. Your developer has narrowed their search based on the work they’ll be doing. But once a candidate self-identifies as a match with your technical expectations, you’ll still need to convince them they want to work for your company. What you choose to highlight will help the right candidates decide if they’ll also be a culture match.
Every situation is unique, so your values and priorities should be mentioned when you take the time to describe what makes you and your group different. Maybe you’ve got big expansion plans coming up. Perhaps you have a unique way of communicating, a culture emphasizing pairing or solo work, or a project management system that seems to make everyone more productive. Consider what sets your company apart. This is your opening to transition from one of many posts that merely aligns with a developer’s experience to an opportunity deserving of consideration.
Give It A Strong Title
The title of a post is a bottleneck for page views— the good kind. Choose a title that already means something to an applicant. ‘Junior Developer’ is a familiar (if not standard title) title that applicants recognize and will help them know immediately if the post interests them. This saves time for everybody involved.
Now, there are circumstances where you might not have control over the title. In that case, consider including an equivalent title in the job description. Make it easy to find to reduce confusion for applicants as they navigate the structure of the job posting.
Ask For The Skills and Qualifications You Need
An overzealous skill list is a bottleneck for applications— the wrong kind. A wishlist of skills is helpful to have in mind, and even if you realize that finding the candidate who checks every mark is unlikely, your reader may not. Most developers are willing and capable of picking up new skills as they onboard. A short list of requirements increases the number of hireable, serious applicants a post receives. That’s the goal.
State the Salary…
We highly, highly, highly encourage you to list the salary for this position. If it’s a range, do your best to ensure it’s a specific, realistic range. Wide ranges (like “50k-250k”) don’t provide helpful information. Clear salary expectations prevent wasted time for you and the applicants you’ll be interviewing. They can also increase your pool of applicants to include those who might have passed on a listing that didn’t include a salary. No salary sometimes implies lower compensation. A competitive salary on display saves time and helps sell the job.
…and the Benefits
The benefits you offer really matter— especially if you’re hiring developers in the US. Brag about any health care, sick days, PTO, or 401k matching you can offer. Benefits may be the deciding factor in a job application, so it’s best to be upfront.
Include Instructions.
State your instructions very clearly and make the application as easy as possible. Begin this section with things you really need to see. Make your requirements especially clear. If a cover letter really matters and receiving one will affect your decision, emphasize that it is required. Make deadlines very obvious. Include as much information about the hiring timeline or anticipated start date as possible.
Avoid, Avoid, Avoid:
Some red flags will immediately limit your pool of applicants. We highly suggest you remove the following from your job post:
Skills & Qualifications lists that are essentially impossible signal a work environment with unrealistic expectations. Don’t ask for ten years of Livewire experience because, well, that’s not possible. Remember you are writing this post to hire a person, not an entire development team. Consider the skills and qualifications you need, and make sure they make sense for the role.
A convoluted application process slows the process down - sometimes to a complete halt. If it’s too complicated or time-consuming to apply for your post, you’ll miss out on qualified applicants applying for multiple jobs. Receiving applications from applicants trying to understand and follow your directions but can’t because of confusion is a waste of time for you and your candidates.
Buzzwords famously set off red flags for developers. Don’t describe your company as like “a family.” Chances are job seekers have a family. This signals they might not get the work-life balance they need to spend time with them. Don’t ask for a “rockstar” or “ninja” developer. Instead, ask for a senior developer or specify that you’d like an ‘expert Livewire developer.’ This gets the same point across in a specific way, so your title is strengthened with a developer’s familiarity with standard developer job titles.
Avoid vague, undefined terminology. Write to communicate specific expectations so applicants can meet you where you are in the hiring process. Vagueness contributes to confusion and reading fatigue. When you communicate where you’re at and what you’re looking for, you allow developers to demonstrate the skills and energy they can bring to your company and your team.