Ask yourself: Am I trying to attract the right people or keep out the wrong people? It's impossible to do both.
How to write a good job description
This tutorial explains how to write a good job description to attract qualified candidates, including basic rules and examples of effective job ads.
Job Descriptions Should Be Better
Most job descriptions are terrible. We need to make them better.
How to Write a Job Description | Indeed for Employers
Updated for 2025! Learn how to write a job description to attract qualified candidates. Find info on job titles, qualifications, skills and over 600 job description examples.
How to Write Good Job Descriptions that Attract Great Candidates
Here at Trakstar, we occasionally have clients ask us why they’re not getting the volume of applicants they’d anticipated for a certain opening. There can be any number of reasons–maybe the opening isn’t on certain job boards and should be; maybe it’s a hot job in an ultra-competitive market (say, iOS developer in San Francisco). But sometimes it comes down to the job description.
Questionable Advice: “How can I sniff out bad managers while interviewing for a job?”
A few weeks ago I got a question from Stephane Bjorne on twitter, about how to screen for bad managers and/or management culture. This is a great question. I’ve talked a lot about my philosop…
Breaking My Own Rule (Again): AI and the Job Hunt - Jacky Alciné
I said I wasn't going to lean on generative AI but I also said I was going to leave the tech industry. Here's what I actually used to keep applying and what it did (and didn't) do for me.
Hire managers of one
When you’re hiring, seek out people who are managers of one. What’s that mean? A manager of one is someone who comes up with their own goals and executes them. They don’t need heavy direction. They don’t need daily check-ins. They do what a manager would do — set the tone…
Unintuitive Things I’ve Learned about Management (Part 1)
I first started managing people seven years ago, three years after I graduated and got my first design job. At the time, I was woefully…
How to Hire
Most companies approach hiring with faulty assumptions and poor practices. They believe talent is fixed rather than contextual. They fail to create real partnerships between internal recruiters and hiring managers. And they rely too much on salary surveys and rigid compensation formulas. The author shares what she learned about making and keeping great hires during her 14 years as the chief talent officer at Netflix. The process requires probing beneath the surface of people and their résumés; engaging managers in every aspect of hiring; ensuring that recruiters deeply understand the business and are not viewed as support staff; adopting a mindset in which you’re always recruiting; and coming up with compensation that suits the performance you need and the future you aspire to. These lessons may be especially relevant to fast-growing tech-based firms, whose rapid innovation means a continual need for new talent. But organizations of all types can benefit from taking a fresh look at their hiring and compensation practices.
Job Titles: Be Like The Wolf - DaedTech
I lied… kinda. A couple of weeks ago, I talked about job titles and said that I’d probably conclude the post the following week. But then I got sidetracked by shiny new topics and failed in that quest. Then there were the holidays and all that, so things got complicated. It’s time now to get...
It’s high time to rewrite the hiring script
The disconnect between how many companies claim that they only hire the best and how they try to actually do that is perverse. A depressing number of job postings are barely more than a list of tec…
The Art of Writing One-Sentence Product Descriptions
A look back at early interviews with Facebook and Uber CEOs illustrates an ingenious way to communicate hard-to-describe products.
What Happens When Your Career Becomes Your Whole Identity
Many people with high-pressure jobs find themselves unhappy with their careers, despite working hard their whole lives to get to their current position. Hating your job is one thing – but what happens if you identify so closely with your work that hating your job means hating yourself?Psychologists use the term “enmeshment” to describe a situation where the boundaries between people become blurred, and individual identities lose importance. Enmeshment prevents the development of a stable, independent sense of self. While identifying closely with your career isn’t necessarily bad, it makes you vulnerable to a painful identity crisis if you burn out, get laid off, or retire. Individuals in these situations frequently suffer anxiety, depression, and despair. By claiming back some time for yourself and diversifying your activities and relationships, you can build a more balanced and robust identity in line with your values.
