Illustration of a middle-aged Black professional reviewing a job posting at a desk, with a laptop, notes, and books about hiring and employer branding.

🔥 Puddingstone Media Comms Tip: Job Postings

Most people don’t know how to write a job posting that actually attracts candidates. Most job postings fail for the same reason most ads fail:
They describe the job.
They don’t sell it.

Why Most Job Postings Fail

And too many companies are creating bigger problems for themselves by ignoring the basics.

In Massachusetts, job postings are required to include salary ranges.
Unpaid internships are tightly regulated.
And yet—every day—you still see postings that ignore both.
That’s not just bad communication. It’s bad business.

Then there’s the scope creep:
A single role that somehow includes operations, marketing, customer service, and project management—
all for mid-level pay and vague benefits.

Good candidates see that and move on.

What Good Candidates Are Actually Looking For

Here’s the reality:
• The best candidates aren’t just qualified—they’re selective.
• They want to know what will make the job worth doing:
• Does the work support a meaningful mission?
• Will I get to use what I’ve learned—or just tread water?
• Is there a real work/life balance?

At the same time, they’re asking:
• What does this job actually look like day to day?
• Is the compensation transparent and fair?
• Is this a role I can succeed in—or one I’ll drown in?
• If your posting doesn’t answer those questions clearly, it’s not doing its job.

How to Write a Job Posting That Attracts Candidates

So:
• Lead with what’s real
• Be transparent about compensation
• Define the role clearly—and keep it reasonable
• Give people a reason to choose you, not just a list of reasons to qualify
• Write like you’re trying to attract someone good—not filter out someone bad.

Need help sharpening your message? That’s what I do.
Available for freelance and project work.