Try putting this in a job ad: "We will accept or reject your application within five business days. If we ask you to come in for an interview, you will have an answer at the end of that day."
If your hiring process can't perform that well, it's broken.
Also can companies please send you an email when they reject your application? Just so I know that I've actually been rejected, rather than just sending an email out into the aether and never hearing anything more about it. I don't care if it's automated
Also, stop saying you're "hiring founders" - that's just not how it works.
> I have yet to come across a single, justifiable excuse for not displaying a reasonable salary range on a job advert.
If you are hiring a lot of people on the regular, sure, you'll probably have a good idea what reasonable is.
If you only hire once in a while, and especially if you are trying to hire for the first time, it is impossible to know what is reasonable until you start talking to people. And in the typical case you're not going to be able to talk to the right people until you put out an ad compelling them to talk.
Perhaps you can pick at random to get the ball rolling, but your random selection probably won't be what anyone else will consider reasonable.
From one of the ads listed under this months "Who's hiring?"-
Physical Demands:
The physical demands of the position are typical of those found in a traditional office environment. Employees will not need to walk significant distances nor lift substantial weight. Employee will need to be able to remain seated at a desk for 8-9 hours in a typical workday.
Damn well I applied.
Personally, I have found the best jobs to be the ones with the most individualistic descriptions, rather than the cookie-cutter "Must have 5+ years of experience in X" as in the article.
Also, "team player" and "amazing opportunity" are sure signs that you should click "next".
It's best to post the actual salary range. However, sometimes candidates have a different expectation of whether that is low, average, or high.
To help candidates understand the compensation level, instead of "competitive salary" mention the percentile at which you are paying.
If you are paying at 60th or above percentile, this will look attractive, and be quantifiably true.
If you are paying at 50th or below, better not say anything.
Also, state all the things that are non-negotiable. If you need occasional weekends on-call, state that. If you offer remote work from different timezones, but require occasional meetings in the afternoon in US Pacific time, state that. You will avoid wasting so much time and spare future discomfort if you do.
Nice post but a bit shallow. There's way more bs to write about.
This ad was featured here last week (and also last month), they're a YC company. If you can get to the end of it with a straight face, I'll buy you a coffee.
Reads as if one, purposely, wanted to cram as much red flags as possible into a job description.
Crazy idea - A competitive inteview
Schedule multiple people to interview at the same time. Create a tournament with brackets and events related to the job. The winner gets the job.
And of course it's fake and manipulated, the least technically competent are set up to win and the most competent set up to lose. The people with the best sportsmanship get job offers.
> Please stop specifying a minimum number of years of experience. I have yet to see a single example where X number of years is more applicable than the context of the applicants experience. Describe what success looks like in the first 12 months rather than arbitrary experience requirements.
Oh, god, this. Please. I've been fighting this battle for my entire career. After 34 years, it's kind of difficult to count how many years I've spent on this or that skill, and even for things where I've shipped multiple solutions using TechX I may not have 5 contiguous years of experience. Is that 5 years ONLY using TechX? Does it count if I used TechX alongside TechY, TechZ, and TechAA, and was learning TechNext while doing maintenance work on TechX?
It's utterly bogus.
OP here. Turns out if you tell people truthfully what the job actually involves rather than writing a prescriptive list of arbitrary requirements, both the quantity and quality of applications improves.
If you're responsible for writing job ads in 2024, the best advice I can give you is to disregard as many of the traditional job ad tropes as possible and write your job ad as if you're writing it for the actual human you want to hire in mind.