Home Management Why Your Job Postings
Are Not Attracting Good Candidates
Why Your Job Postings Are Not Attracting Good Candidates

Why Your Job Postings
Are Not Attracting Good Candidates


Your law office needs a new associate, so you’ve set to work trying to hire one. The first step you’ll take is to post an advertisement that attracts a potential associate to want to work at your firm. Are you sure you have the right kind of job posting up? You could be turning away new employees with the wrong kind of job posting without even realizing it.


Mistakes that find their way into job postings

That job posting that you published last night took several hours to draft, write, and re-write. There’s no way that this will fail. Don’t be too sure, though! The amount of hours you dedicate to writing a job posting doesn’t indicate the outcome. In fact, a good job posting that will attract your dream associate isn’t that hard to draft.

Remember, you aren’t doing the candidate a favor, and vice versa. This is a potential win-win situation because you’ll get the expertise you require, and they’ll get the job they want.

What are some of the criteria that make a candidate not want to read your listing?

  • Keywords that don’t match up. If you state that you want a specific role to be filled in the title, make sure that you’re using the same terminology throughout. It’s baffling to open a job posting and find straight off the bat that your employer-to-be is a confused individual.
  • A job title that is a sentence. When candidates search for jobs, they’re not going to look up “Super associate needed”. They might, however, search for “Associate”.
  • Vague descriptions. If you want an associate specializing in a particular practice area, you want to state that in your job description.
  • Not mentioning the job type. Is the position available for full-timers, part-timers, on a contract, or on a temporary basis? State this up front.
  • Including the salary or rate of pay in the title. This can be talked about in the body text, or on a case-basis. Some employees will want to negotiate a pay rate.
  • Using a sales pitch style. This is not a marketing ploy, but an advertisement where you build your very first bond with a potential associate. Don’t be like these people.
  • Promising more than you deliver. Sure, it sounds good to say that your associate can expect to work on challenging cases with a friendly group of attorneys who are like family. Families fight, some cases are easier to handle than others, and even friendly people have their bad days.
  • Asking for, or stating irrelevant facts. Does it really matter what high school your potential associate went to? Don’t ask for information that is unnecessary, since it will drive away candidates. Also, don’t state facts that your candidate would be the least bit bothered about. Your company got several awards, but that doesn’t need to show up in a job posting.


Job postings that get it right

Inc.com recently published an article with a link to this well-written listing. Its selling-point was its simplicity. The company ditched the jargon in favor of an easy-to-read and understand piece. Do you think they attracted new and qualified talent? Most certainly.

Here are some key points to remember when you get to writing a winning job posting:

  • Simplicity. While it may seem counterproductive, the simpler the job posting is, the higher its success rate will be. Technical language might be thrown around at your office, but doesn’t necessarily mean that every other person working in the same industry might know what it means.
  • To-the-point. Don’t use 10 sentences where you could easily use just one.
  • Lists out all requirements. Make sure you list out all that will be required of your associate. Your associate will be in for an unpleasant surprise if they find out what was required of them wasn’t stated up front.
  • States benefits to the potential employee. Your law firm definitely has some unique benefits that others don’t. See what a candidate might find useful, and put it out there.
  • Gives an idea of what to expect. You don’t need to list out every task or responsibility required of a candidate, but put a couple up.


Quick Tip

Find out what drives your own employees, and try to get that in your job posting. Do they love the work environment? Are their goals in sync with your law firm’s? Does your open and free snack bar make them happy? Put that up there, and watch your success rise!

We hope you find what you’re looking for!


About the Author

This article was provided by LegalEase Solutions.  LegalEase is a specialized legal research and writing company serving attorneys, law firms and legal departments across the US and beyond since 2004. For more information, please feel free to contact us at 1(877) 712-8003 or email us.

Priyanka Menon
Priyanka Menon


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