Job Posting Tips: How to Attract Top Talent

If you’re hunting for top talent, writing a compelling job advertisement is the only way to start. Top talent seekers are the ones scrolling quickly through a minimal amount of job openings. To reach these people your advertisement needs to be compelling and instantly resonate with high performing individuals. Also presenting and posting a job advertisement in an appealing manner could reduce the risk of receiving an overload of low achievers and make your life a lot easier. Here are 4 tips to help ensure your job post really stands out and attracts the best candidates.

1. Stand out early
Your title needs to stand out from the other 100 or so job posts that are offering the same benefits. I’m sure you’d be more likely to click on the link that reads ‘SEEKING CAREER DRIVEN SOCIAL WORKER’ than just ‘Social Worker’.

2. Give details
At this point, the jobs seeker only knows the position and company name. That’s all! Therefore, don't hold back when presenting the opportunity and the company in the description box. Give the job seeker some interesting information about the company, because they may have never heard of you. Don’t forget to make it interesting! For example, turn ‘New company located in Melbourne CBD seeks..’ into ‘Exciting new company seeks driven ___________ to join our innovative team with great career incentives.’ Keep your tone and energy consistent, this is all part of walking the talk and showing the true value and culture you have helped build up over your company’s life.

3. “For you to be considered, you must possess the following...”
As a previous job seeker, you may have seen this sentence and then seen it generally followed with ‘great career opportunities and ability to work in fast paced and friendly environment.’ As nice as it was to read that ALL these companies ALL cared about you having opportunities and challenging myself, you were probably longing for the time when you read an attributes section that didn’t look like they’d opened a thesaurus and searched for the word ‘hard worker’. It saves you money and the job seekers time if you simply let them know exactly what attributes or qualifications they need to even be considered for this job.

4. Add some character
Character and attitude in a job description translates so easily into first impressions, and leads to action from top (and time poor) talent! Describe to them what the work culture is like and use language that is going to convince this person excited to work with you.

Good luck with your next job posting!


Advertise your job with Career Exchange, one of Australia’s largest allied health careers communities, with effective direct advertising available for employers.

Career Exchange sends regular job, event, and classifieds alerts to a large database of allied health professionals, with strong branding flexibility for advertisers.

To view examples, prices and to register your free account please visit www.careerexchange.com.au. If you’d like to know about how our partners can engage the branding or hiring process of your next health hire contact info@careerexchange.com.au or call 03 9670 0590

Top Reasons Your Best Talent Is Leaving You

You've worked hard to claw your business into its current position and undoubtedly, your workforce has helped your business get to where it is. You and your employees have reached a point where you are all cogs in a machine, working in synergy with each other. But what would happen if one of your star players were to leave? This scary situation for employers is unfortunately a reality as more workers are quitting their jobs today than at any point since 2010.

While there are definitely forces that are out of your control to stop your best people leaving, if you create an environment (and build relationships) that makes them feel challenged, engaged, valued, and rewarded you can raise the chances of retaining your top talent.

Here are the top reasons as to why your top talent are leaving:

1. Dissatisfaction with job or responsibilities

Great workers want to be learning and growing on the job. There is always room for growth and skill development, even if they are a seasoned pro. Increasing an individual's autonomy in their role can be a great way of giving them more responsibility while still getting all the work done.  

2.  Being unchallenged and dis-engaged them

Smart workers don’t want to feel like they are working in a repetitive role full of boredom. They need to have their minds engaged and their creativity challenged. An example of how you may engage someone in the workplace might be to allow them to shadow someone else from another part of the business for a day. 

3. Lack of a sense of belonging 

On a human level, everybody wants to feel liked and cared about, or at the very least like they belong somewhere. As an employee, they want to feel like you care not only about their career but also on a personal level. An aspect of Transformational Leadership is treating employees like individuals and not just another member of the team. The old saying of "leave your emotions at the door" is no longer valid. Employees who have fun with their colleagues and look forward to being at work are more likely to stay in the long term. Letting them feel like you care about them gives them the confidence to have a voice which may lead to innovations within your business and increased productivity!

4. A misalignment between personal leadership styles and the leadership style that is required to lead effectively.

It's hard to find a balance between micro managing and being a ghost in the workplace. Your best talent want to be given enough rope to accomplish their duties and tasks themselves. Similarly, being an absent or avoidant leader by only checking in with your staff once every few months will drive them away. It is essential to find the right balance between the two ends of the spectrum and a good way to assess how you are going is to simply ask your employees "Are we meeting enough for you to be as effective as you can be?".

As the saying goes: “Employees don’t quit working for companies, they quit working for their bosses”. It is clear that these small changes that you can immediately implement will pay off and prevent your top talent from needing to look for another job. 



To find out who your top talent is, our partners, Psych Press are talent assessment and development Psychologists. Psych Press have a large selection of in-house and customisable assessment tools that link personality to performance prediction for a variety of companies. One such tool, Business Personality Reflections (BPR) has been used for a multitude of roles to ascertain a strong fit for recruiting decisions. Based on a wide field of research and multiple industry norms, this assessment provides a full report for your informed decision. To find out more visit the Psych Press Business Personality Reflections page or contact them on (03) 9670 0590.