There is nothing more frustrating than posting a great job and receiving dismal results. It’s very frustrating, we know. Here are a few hacks that will not totally fix the issue, however will increase your applicant quality drastically.

You need a strategic approach that maximizes visibility, attracts high-quality talent, and filters out unqualified applicants. Here are some proven job board strategies, tips, and hacks to improve your results:

  • Keywords:applicants search using keywords, so be the applicant and search for a job, what are all possible keyword formulas you might search for? Be sure they are in the job post, somewhere.
  • Job Titles: Avoid using internal job titles like “Project Engineer II.” Instead, use clear and aspirational titles such as “Construction Project Engineer” or “Construction Senior Project Engineer.” Candidates are more likely to engage with a role that appears to be a step up from their current position. If they’re already employed, they’re typically looking for growth opportunities and may see themselves as ready for the next promotion.
  • Job Description: Avoid job descriptions that sound like they were written by HR or a legal team. Instead, make them personal, relevant, and engaging to attract top talent. Be authentic—the more genuine, the better.
  • Post Compensation Details: Include the salary range in the job description—applicants want to know if the compensation aligns with their expectations before investing time in the process. While there are pros and cons to listing it, we’ve found it’s especially important for passive candidates with strong resumes. Don’t leave it out.
  • Sell the Company, Opportunity and People: Candidates want to know who they’ll be working with and what a typical day at your company looks and feels like. The more transparent and engaging you are, the more likely top talent will apply. This is the most important factor in attracting high-quality resumes and maximizing your hiring ROI.
  • Share the Job Post Everywhere: When it comes to hiring, chances are the right candidate is just one or two connections away from someone in your company. To maximize your reach, post the job and encourage employees with the largest LinkedIn networks to share it. If they each repost the job once a week until it’s filled, you’ll see significantly better results and higher-quality candidates.
  • Post and repost frequently: Every few days, remove the job post, create a new one, and make small modifications each time. Most applicants hesitate to apply when they see a position with more than 25 applicants—they want to feel like they have a strong chance of being considered. Refreshing the post keeps it visible and more inviting to potential candidates.

Finding and attracting top talent is no small task—it’s a full-time job in itself! I’ve always believed there should be a better way for employers to connect with great candidates. While hiring a recruiting firm or building a strong college recruiting pipeline are excellent solutions, many companies still need to refine their job posting strategies to stand out.

The truth is, there’s no magic formula—but there are ways to continuously improve. Experimenting with different formats, tailoring job descriptions to specific roles and locations, and always refining your approach can make a huge difference. Stay flexible, adapt to what works, and keep optimizing your hiring process. The right talent is out there—you just need the right strategy to find them!