ChatGPT is taking the world by storm. 

Everywhere you look people are talking about AI, and recruiting is no exception. 

From creating interview questions to Boolean candidate searches to email templates, it certainly can speed up your searches. 

But there’s a few areas where we have to be careful not to rely on ChatGPT too much. Job posts and advertisements is a perfect example – here’s why. 

Check out our video on the subject HERE!

What Makes a Good Job Post? 

Let’s take a step back and think about what makes a good job post. 

Your first thought is probably something to do with job requirements or job duties. Of course, a good job post also mentions something about the company and compensation or benefits, right? 

That’s all important stuff, but it misses THE most important part of a job post.  

The most important part of any job post is the part where you give candidates a reason to care. It’s the part where you get candidates excited and motivate them to apply – not later this week, but as soon as possible.

Unfortunately, this is also the part that ChatGPT usually misses when writing job posts too! 

Why Job Posts Have to Get Candidates Excited 

If you’re recruiting for a role that’s even remotely in-demand, you probably can’t find enough qualified candidates. 

The competition is just too fierce. Every candidate has an abundance of options. You have to fight tooth and nail to break through the noise and get a candidate’s attention. 

So when a candidate finally lands on your job post, that’s your opportunity to make an awesome first impression and get them excited about applying. 

If your job post reads like everyone else’s – a boring list of job requirements and duties – then you’re going to miss out on a lot of qualified candidates! 

I get it. Nobody wants to write job posts. But you have to stop thinking of them as a box to check off. Instead, view job posts as a first impression – your first opportunity to really “wow” a candidate. 

How to Make Job Posts That Get People Fired Up 

You may be thinking, “but aren’t job posts SUPPOSED to be boring?” 


Sure, your job descriptions must cover some boring details but ultimately, they should be so much more. 

Your job posts are your opportunity to start selling a candidate on an open position. 

Write about how the job impacts the rest of the organization. Touch on why the job is so important, and the effect it has on your clients or even the community.  

Does the role offer candidates a chance to learn valuable new skills, or is it a great chance for career advancement? 

Candidates want to make an impact and want to do work that matters. Your job description is where you tell them how your role offers that. 

It may sound different than the usual job description but trust us – it works! You may be surprised how many more applicants you get by spicing up your job posts. 

If you’re serious about addressing these challenges and more, schedule a call with us today to learn how we help Fortune 500 organizations meet their talent goals.