This job advert formula is built on real data—and shows exactly how to get attention, clicks, and better candidates from the very first line.
For many business owners, hiring feels harder than it should.
Not because there aren’t good people out there—
But because your ads never earn their attention in the first place.
Here’s the truth most founders miss:
Your job posts aren't about HR.
They're about marketing.
Marketing your business in a way that stops people scrolling and gets them clicking.
In this week’s episode, I take you behind the scenes of how we finally stopped guessing—and started using data to write job titles and opening lines that actually get clicked by the right people.
Not theory.
Not opinion.
Real data from years of hiring, tens of thousands of views, and plenty of hits and misses along the way.
What surprised me wasn’t just what worked—
But why.
The highest-performing ads all shared something subtle:
They spoke to one person.
They led with clarity.
And they sounded human.
No corporate distance, no vague promises.
No walls of text asking people to earn the right to read on.
Just a few intentional choices at the very top—where attention is won or lost.
If you’re hiring now (or know you will be soon), this episode will help you rethink how you show up in that first moment.
Not by doing more.
But by saying the right thing—earlier.
🎧 Listen to the episode and see what changed everything for us.
Your future team is already out there.
The question is whether your ad gives them a reason to stop scrolling.
KEY TAKEAWAYS: What Makes A Job Advert That People Actually Click
- Write From Human to Human, Not Corporate to Crowd: The best-performing ads have titles and especially opening paragraphs written “from human to human.” They are warm, conversational, and clearly from a real person to one individual, not a faceless corporation.
- Use a Simple, Energetic Title Formula: High-performing titles combine an attention-grabbing hook, a clear role name, tangible benefits, and a quick credibility cue, all delivered with energy and urgency.
- Lead With What They Want, Not What You Want: Ads that focus on what the candidate wants – benefits, purpose, belonging – consistently beat ads that simply list what the company needs or demands from them.
- Picture One Ideal Person When You Write: Imagine one ideal person whom you want to attract and write directly to them. That naturally pulls your tone, structure, and content in the right direction.
BEST MOMENTS: Job Advert Insights From Real Hiring Data
03:40 – 💬 “With AI, it can be so much quicker, much more insightful, and you can actually have a conversation and get the AI to do some analysis based on whatever you want.”
09:28 – 💬 “Recruitment—it´s just marketing.”
13:38 – 💬 “Job seekers don't owe you their time, so you have to earn it fast.”
19:19 – 💬 “It's super important that the first line, or a couple of lines of that job advert, are written with intent, not just left to be whatever a HR manual says you should put into a job advert. This is like real estate, prime real estate for your advert.”
29:25 – 💬 “The job advert that speaks to the person in terms of what they want rather than what you want as the company will win every single time.”
TIMESTAMPED OVERVIEW
00:00 “Job Posting Success Formula”
03:31 “AI-Powered Real-Time Insights”
07:00 Job Ad Click-Through Analysis
10:25 “Human-Centred Job Post Introductions”
18:29 “Effective Job Ad Writing Formula”
20:44 “Human Touch in Greetings”
26:56 “Targeted Writing for Hiring”
29:38 “Speak Human to Win Talent”
Episode Transcript
Please note: This transcript was generated using automated transcription tools and may contain typographical errors or inaccurately captured words or phrases.
Dr Steve Day: Today I\'m taking you behind the scenes to reveal our formula for creating high performance job posting titles and opening paragraphs that actually get clicked on.
This is based on extensive analysis of over 60 job postings with 22,000 clicks over a three year period. We\'ve been posting a lot longer than that with over 200 ads posted over an eight year period. But unfortunately we don\'t have stats on all that, so we limit it to the three years, which we do. What this means is I\'ve had a lot of practice on doing this, and we\'ve got a lot of data that backs up our formula.
I wanna walk you through how we went about creating this formula, exactly what this formula is, so you can start using it today. And I\'ll also explain how we used ChatGPT to help us with a statistical analysis. To create something massively useful that we can now share with you and our clients, and use ourselves. To continue to create brilliant ads based on statistics rather than guesswork. Enjoy.
Okay, so over the past eight years, I\'ve posted around 200 jobs on Onlinejobs.ph, which is a Filipino based virtual assistant or remote worker site. Over the past three years, I\'ve posted around 60 jobs with about 22,000 clicks. And that what I\'m gonna talk about today is analysis of that past three years of data.
Because that\'s where we have actually reliable data. We\'ve hired virtual assistants, marketing support, community leads, client success managers, and many more roles. Both for our sales and for our clients. And we\'ve hired literally hundreds of virtual assistants or remote workers through this method.
We\'ve had some hits, we\'ve had some misses, and a lot of the time\'s been a better guesswork and gut feeling. So a client last week asked me about like, how do I improve the hit rate of my ad? The number of people are actually clicking on it. And I record them a quick two minute whatsApp note and said, look, this is what we do.
And I sort of broke it down and said, look, this is the how we structure it. This is the kind of things we say, this is what we found that worked in the past and what doesn\'t work. Things to avoid, things to use. And I started thinking, this is actually just my opinion. Like is this actually factually correct? He actually replied back and said, that\'s awesome.
Like, that\'s like a post in itself. You should actually do something about that. Before I started posting it, I thought, well, nobody really cares about my opinion unless it\'s based on fact. So I thought I\'d do some digging. I actually thought I\'d look at the data and figure out, have I actually, am I actually gone to something here?
Or is this just me making stuff up? So we went into data, did some analysis. And today I\'m gonna present to you the findings, the learnings, and also that secret formula that has been proven to work time and time again based on statistics.
Cool. So before I jump in, I just wanna explain how I went about this. Because this is massively useful for any type of analysis of any data in your organization.
In the past, we have relied on people to look for trends. Yeah. We can use things like, Google Sheets or Microsoft Excel. And create nice charts or bar charts and try to see trends in data. But now with AI, it can be so much quicker. It can be so much more insightful. And you can actually have a conversation and get the AI to do some analysis based on whatever you want in real time.
Rather than have to sort of like figure out formulas or come up with solutions you can ask the AI to actually give you suggestions of what you should be asking the AI about. That kind of stuff is just absolutely groundbreaking. So all I did was to go onto the backend of my Onlinejobs.ph site.
Get the screen with all my job postings on. Copy the entire content of the screen. And paste it into a ChatGPT thread. I use the dictate method on ChatGPT whenever I\'m creating or conversing with the GPTs because it\'s way, way quicker and I can just speak what I think. I don\'t have to sit there and write it, which takes time.
And I\'m much better at actually just getting stuff out verbally than I\'m actually trying to type stuff. It just takes me ages. I never quite get the message over. The amazing thing about using AI is that even when I go on for a bit of a random ramble or I go for tangents and pull it back in, I don\'t have to sort of start over. It figures out, or it\'s like a human listening to you, like you sort of like block out the bits that are nonsense.
So just focus on the important bits and the AI has the ability to do that too. So it means I can just be me and ask it the questions the way I just speak naturally. And it figures out what I actually need to know. Fantastic saver of time and I get the results I want far, far quicker than I ever would\'ve done it having to type stuff in.
So once I got it in to ChatGPT, I literally said, look, can you collate this together so it\'s meaningful? As in, so for example, when we do job postings, we often put a job posting up. We\'ll take it down, we\'ll repost it, we\'ll take it down, we\'ll repost it.
Because doing that bumps it to the top of the list. So when we get the data, we have to, we\'ve got multiple job postings with the same job advert as in the same title, same description, everything. It\'s just literally just posted it over a few days to bump it back up again. So I asked, first of all, for ChatGPT to collate everything together and to order it from highest to lowest performance. And basically present it as a table.
That was the first step before I even thought about doing any analysis. And I suddenly started seeing what I thought were trends. I thought, oh, yeah, I can see some familiarities there and I start actually highlighting it in colors on a Google Doc. I thought, hold on a minute. Why am I doing this? Why don\'t I ask the ChatGPT to do this analysis for me?
So that\'s what I did. So I went back to the chat and I said, Hey, ChatGPT. I\'m thinking there\'s some trends here. There\'s things that are working well consistently and things that don\'t work so well consistently. But I\'m sort of also seeing similarities between the top performing ads and the bottom performing ads.
So like, is it just me reading too much into this, or is there some valuable insights to be found here? Go figure it out and tell me. That\'s basically what I said. It went away, did its thing, came back with an absolutely brilliant report that broke down what it analyzed based on the stats and the similarities between the ads.
And I read it and thought, my God, that\'s exactly what I told my client this week of how we actually write the ads is now backed by some stats. So that is what I wanna share with you. Like that\'s the process I went about getting that data. I mean there was actually some extra insights that it provided, which I\'m gonna share with you today, which I didn\'t share with my client last week, which I now have done.
But yeah, so that\'s how we actually went around creating this. So let\'s actually go through the data that we got really quickly. It sounds a bit boring data and statistics and all that. We\'re gonna try and keep it a bit jazzed up. So it\'s actually interesting to listen to. So first of all, as I said, this is three years worth of data.
Because that\'s what we actually had the click through rate on. Unfortunately, we didn\'t have it prior to that. So there\'s about 60 job adverts, thereabouts, about 22,000 clicks. So I think there\'s enough data to actually get some really good, trends on to actually see what\'s actually, happening.
Now here when I\'m talking about high performance, just to be super clear, what I\'m talking about is the number of people that click on the ad. I\'m not talking about the number of people that then apply. Because that\'s based on really the job posting description itself. And there\'s a whole formula behind that as well.
I\'ve talked about that previously on the podcast about how to great job postings. And there\'s a lot of detail and work we\'ve got into that. I\'m gonna do analysis on that at some point. But for now, I\'m just focusing on the title and the opening paragraph. In fact, the first two sentences of that paragraph or one long sentence, IE, what\'s visible before they click.
So it\'s the headline and the preview basically. And that is what I\'m basing all of their statistics on. Like our topping performer ads, they would get between two and 3000 hits. Our average performers 500 to a thousand. And our bottom performers 150 to 400. So a big, big range, like more than tenfold difference between our lowest performing ads and our highest performing ads.
And thankfully for us, the trend has been increasing in the number of hits, generally speaking, with some ups and downs over the years. As I\'ve just got a feel for what\'s working or not. But now after this, I feel I\'ve actually got something that I can go away and repeatedly get it right based on statistics.
I look at all my top performing ads. I think, my God, yeah, there is a trend there. It\'s not just me guessing it. And now I\'ve got that data to back it. So it\'s super helpful for me and hopefully for you too. So some of the traits of the highest performing titles and opening paragraphs. First of all, like the energy and the urgency.
Like example here would be something like, calling all expert admin assistants. So there\'s, movement in this. It\'s calling and there\'s experts, so it\'s giving a superlative or a descriptive to the role admin assistance. So it grabs that attention really quickly. We\'re also calling out the audience really, really early.
Just as a side, this is just marketing 101. Which is what I\'ve said many times about recruitment. It\'s just marketing. But here is a statistical data to back up my theory. So audience call out, we name direct very early on in the ad, who is this for? Is it an admin assistant, is it a marketing assistant?
Is it a VA? Like put it right at the beginning so they know this is for me. I\'m gonna continue reading. So within one second they can say, oh yeah, this is something that I might be interested in. I\'ll keep reading the rest of the title. Then immediate clarity. So the role, as I suggest said that is stated right at the beginning in the first five words typically. And that again, reduces confusion, keeps it super clear, and make sure they know it\'s for them.
We also really interestingly, or I think obviously in some ways, if we put the benefits in the title, it makes people click. So for example, if you\'re gonna give somebody holiday pay, if you\'re gonna give them a Christmas bonus. If you\'re gonna give them any other benefit performance related or otherwise, put it in the job title, it\'s like amazing.
You\'re gonna do that and tell people about it upfront. Just sparks motivation. I want to click on this because these people are nice and I wanna actually work with them. And you know, if it\'s a good benefit, that might be just the reason they click. And then you get to them, then you get the opportunity, sorry, to actually sell them on the role in the job advert.
But right now, as I said, we\'re just focusing on the title and the opening paragraph. Also, that opening paragraph, that greeting is so important. Like, hey, thanks for checking out this job posting. It builds connection, it\'s human. It\'s just welcoming them and in without, it feeling like it\'s corporate or it\'s a robot doing it, or an AI, for example.
It\'s like, just like, Hey, yeah, thanks for checking this out. And also, generally speaking, conversational, not policy driven. So keep it as if you are speaking to, you know, individual. Like a key takeaway here, like the best performing ads just on trend, the title, and especially that opening paragraph are written from human to human.
We\'re excited to meet you. We want you to be a part of this team. It\'s energetic, but it\'s definitely speaking to an individual, to a person. And that is what I think engages people. It\'s not that they\'re gonna come and work for a faceless and a blank commu blank corporation. It\'s like you\'re gonna come and work with a team that actually cares. And that is like up there of why I think these ads work and others don\'t.
And on the other end of the scale, here are the traits that we identified for the lowest performing ads. So first of all, abstract job titles. Things like a client service lead or a community and comms lead. They\'re unclear and they could be intimidating as well.
If it\'s not clear what it is that you actually want someone to do and something they recognize. Or it sounds like it\'s a really heavy responsibility, it can put people off. That\'s what we think from this. Also, vague benefits things like career growth opportunities. Like make sure it\'s specific and it lacks emotional impacts. Like make sure it\'s about them personally. Putting something about money in that, whether it\'s benefits, bonuses, paid leave.
I think that is a really, really strong way to do it. Also, if it\'s too formal, it\'s too distant, so we are seeking an individual, we\'re seeking a whatever, like. Or something like, like, like it\'s the, who is seeking who? Who is seeking you? Sorry. So it\'s like if you talk about we are a UK based coaching company seeking top performing virtual assistants.
So it\'s like now it\'s like more personal, so when it\'s something that\'s warm and it\'s attractive and energetic. It\'s not cold and generic. A lso we noticed that the adverts where we didn\'t call out the you in the advert, like speaking to the you person. As in why you\'ll love working for us. Like that\'s one of the things that we love to say. Rather than like, we want an assistant.
The assistant role will be like, keep it personal, talk to a human. As again, I said before, write it as if you\'re writing to an individual. And have a hook in it. So one of the things we noticed was putting benefits upfront in the title rather than buried or not even there. That definitely is a bonus. And job seekers, there\'s another takeaway here.
Job seekers don\'t owe you their time. So you have to earn it fast. And titles that confuse or copywriting, that doesn\'t make sense. So it just basically looks like you\'ve used an AI to create it badly. Or you\'ve literally copy and paste it for someone, an HR handbook. It\'s not gonna sell that person. There are many, many job experts out there.
Make your stand out, like with any marketing. The more effort you put into do this, the better results you\'ll get. And the better return on the investment of your time. So just put that extra effort in and actually nail it.
Okay, so now I\'m gonna reveal the formula for creating high performance job adverts, or actually titles and opening paragraphs. So first of all, the title formula. So there is four components to this. And actually, if you blend some of these together and mix them up, it\'s fine.
I\'m gonna give you some examples. And you\'ll see where we\'ve actually mixed things around a bit. It\'s more important that you\'ve got each of these four elements in, than they\'re in a strict particular order. I just wanna stress that before we go into this. So you can be flexible, you can try things out.
And the key to this, just before I go into this, the key to this is like, this isn\'t fixed in stone. You\'ve got a split test, like with any marketing, like the role you are hiring for the market you are in at the moment, the trend of the day or whatever. It\'s like you\'ve just gotta test stuff. So use this as a formula, use this as a guideline, use this as something to give you a starting point, and then mix it up.
So do one advert. Using this exact formula and then switch things around, do exactly the same advert, but change the title. And then the next day like repost it with the same advert but the new title mixed around a bit. And that\'s how you\'ll see what works for your particular industry, your role. Everything like the site you are looking on, or your posting on the country you are actually posting for.
All these things will make a difference to the exactly what works. So this formula has worked for us in the Philippines. It may be you need to tweak it. Make it work for you in your industry and other specific differences between yours and my business. So here is this formula. So first of all, we start off with the attention hook or the audience call out.
We then have the role that we\'re hiring for. Then we have the tangible benefits or rewards, and then a credibility queue as well. So let me just break that down. Okay, so starting with the hook. So here we\'re basically calling out in a an energetic way who we\'re looking for.
So for example, seeking all experts like that is a strong way, rather than saying, we need. It\'s just a more energy in it. It\'s a nice way of saying it. It\'s actually gonna actually grab attention. And then the role, so seeking all expert admin assistance. It\'s really clear this role is about being an admin assistant or seeking all marketing experts like that is just calling out immediately.
If you\'re not a marketing expert, you\'re not gonna look at it. So that\'s good. We don\'t want people to click on it that aren\'t actually interested in the role. There\'s no point. Also, we want the right people to click on it, and then we wanna check in some benefits. So for example, paid leave your bonuses, and then lastly, a credibility queue.
What I mean by this is that if you\'re hiring safe on the Philippines, people often from anecdotal experience and be chatting with dozens of virtual assistants over the years. They\'ve all said that they like working for uk, US western companies, especially European companies with UK based, sorry, with English language because the Philippines is a English speaking country\'s a second language, and B, they like working with the culture of British type companies or English speaking companies.
And so it\'s a great opportunity to sell that, like if that\'s. Where you, wherever you are hiring from, find out what they like and that is the thing that you need to tell them in the title for people in the Philippines or experience. Tell them we live, we work in the UK is a good thing. So we always include it.
Cool. So here\'s a couple of examples of some of our best performing ads. Each of these has had over two and a half thousand hits, so I\'m just gonna go through each one. So first one, seeking or expert admin assistance to join a top day spa team based in Ireland, offering paid leaves and year end bonuses.
Simple, effective, clear, values driven. It works. That one got 2,964 clicks, which is actually our highest performing ad ever that we\'ve been able to measure unfortunately.
Next example number two, experienced admin, VA wanted UK property management company offering competitive pay benefits and potential for growth. A gain, it\'s simple. It delivers exactly what the formula says and it gets results. That one got 2,900 hits. Lastly, for third example, UK company calling all great admin assistants, long-term position with extensive paid training and benefits.
Hopefully, you\'re seeing a trend here. It\'s simple, it\'s straightforward, it\'s human, it\'s calling out the right person. It\'s benefit ladened. And it\'s been very specific about who it\'s for.
So just to repeat that formula is hook, role, benefits and the credibility cue, i.e., Are you a UK or a US or a European based country? Somewhere that the people you are trying to attract want to actually work. That is the formula. Go away and use it. But before you do go, let\'s look at the next part of this process.
So on many job sites, including Onlinejobs.ph, where the stats are from, the person doesn\'t only see the title, they also see the first line of the job advert, a bit like a preview text in an email. So it\'s super important that first line or couple of lines of that job advert are written also with intent.
Not just left to be whatever, you know, an HR Manual said you should put into a job advert. This is like real estate, prime real estate for your advert. Again, just think of this as marketing. You are paying for your ad to be published. It\'s the same as if you are paying for your ad to be published on Google or on Facebook.
Like you\'d be absolutely like militant about like every word you put into that ad because you\'re paying for it, but you\'re paying to be on the job advert. Boards exactly the same. So putting that much care and attention to every single word is important. So these words matter. What we found is the formula isn\'t quite as strict, if you like.
There\'s not like a a, from our statistics anyway, a proven formula X, Y, z in the same with a title. But the formula is to make it have these four, or at least some of these four things in. These are the ads that always perform best, and it\'s also in the combination with what you\'ve put in the title.
So these work together. If obviously your platform that you\'re using displays both. So the things you\'ve put in your title, you may not need to repeat in the first couple of sentences. You can add some extra layer into this. You can use that real estate, that marketing real estate to get another layer deeper.
And that\'s what we generally do. Put all the benefit benefits up front. The big headline stuff I could\'ve just said, and now we\'re gonna go that one level deeper. So first of all, we have a greeting that\'s super friendly, it\'s super human and it\'s natural and it\'s typically something like, Hey, thanks for checking out the posting it.
When I first saw this and I was like looking at the stats, I was like. Seems a bit of a waste saying that like, surely we could actually make more of that. And then when I was chatting back and forth with ChatGPT about it, and I was asking like, why did, why do you think that works? And the reasoning was, and I can completely see this, is that it\'s human, it\'s.
Like it\'s saying thanks. It\'s just welcoming them in just like you would as a human. So it puts people at ease. It makes them feel that you are connecting with them, and it\'s not just an ad that I think is just such a brilliant takeaway. It\'s one of the things that I took away from this, like we\'ve been doing this for ages, but I haven\'t really realized that the preview was actually viewable, if I\'m honest.
It\'s just the way we started our adverts because I thought that\'s a nice way when someone opens yet it\'s the first thing they read. I didn\'t realize it was viewable on the ad when I was doing this for a long, long time, but actually it seems to work really well and this is why I think. Next thing is a purpose statement.
So for example, like what is it about your, company or purpose, your, what you\'re driving towards, your vision that\'s actually, powerful that they might be attracted to. A nd it\'s also if you can include something that here about it being inclusive and including them, then that\'s also even better.
So everything in this needs to be about them. You are basically trying to buy their time or track their time by creating compelling copy. And so everything you talk about is like, what\'s in it for me? That\'s the question we need to be answering with every single sentence that we have here. When looking at it from the perspective of the applicant, what\'s in it for me?
Why should I spend my time reading any more of this ad? Every single sentence needs to sell me to the point where I\'m in, and then I can get into the detail, then I can learn a bit more about the what role. But I wanna know that this is the place I wanna work even before I know what the role is all about.
That is the, that I think is the best way to write good at. So here we\'ve got our purpose statement. So here\'s the example. At our UK based company, we believe great systems empower great teams. I mean, that\'s a bit cliche, but it\'s. What we do, we\'re a systems based company and we power great teams. If we\'ve already mentioned in the title we\'re a UK based company, I just get rid of that and I put something more in to make it like get another opportunity to talk in more depth about something else.
I wouldn\'t bother repeating it there. If it\'s a UK in the title, I wouldn\'t bother repeating it in there. And then we have what we call the Belonging Promise, and this is what it is. What does it feel like to work with us? So, for example, when you join us, you\'ll feel welcome, supported, and valued. It\'s all about them.
Like when you\'re writing good adverts, you just need to think about it\'s all about them. And that way you\'re showing yourself as somebody who actually cares about their team, and that is a good thing, in my opinion. A nd next, we\'d like to include something about values, about something that really like what makes us tick, like at the heart of what we do. So for example, we\'re a values led remote first business, helping people to build freedom and growth. Like whatever you is at the heart of what you do, the why of why should somebody work for you?
What, who do you want to attract? Bring that in as early as you possibly can, and this is a great place to do it. So it\'s using this four line formula, and you have to keep these lines very short or just use a couple of them. You are basically trying to get over the idea or the message that you are human, that you have values, that you care about people and you know what your company stands for. So you are confident in what you do and you care about the people that work with you.
So yeah, lead with humility, not hierarchy. Make this personal, don\'t make it corporate. So. Before we go. The job writing checklist. So do these things. I\'m gonna give you some things to avoid as well in a second. So do lead with energy and direct addressing. So call our people like join our team calling all like use like energetic movement driven words.
Also state the role and the reward clearly in the first line. Keep it friendly, keep it confident, and keep it human. Also, mention the country or region briefly to build trust and credibility. Also make sure you include those benefits very early on, even in the title of your job posting, at very least in the opening paragraph.
Don\'t write titles without clear job roles. Don\'t be called, don\'t be corporate. Avoid buzzwords, avoid copy and pasty things like competitive pay, like everybody says that just to get rid of it. Say what you actually mean, say it from the heart, say it to a human. And yeah, don\'t put walls of text in there.
I know we\'re only talking about the job post in title here, but avoid too much text. Break things up. Keep it short, keep it sweet. Short sentences, easy to read. Impactful is better. And don\'t overuse punctuation, like a lot of these sites don\'t allow you to use things like emojis and probably with good reason, but don\'t overuse things like exclamation marks and stuff.
That said, some of our highest performing ads ever had a few stars at the beginning just to basically make it stand out a little bit to make it just offset this title. So it actually doesn\'t, when you are looking down the page, you see something different and it catches your eye. That\'s a technique that we\'ve used really successfully.
Key takeaway here, or key lesson, I think overall, and I\'ve said this a few times and repeat it before we go, is imagine you\'re writing to one person, not. Just anybody, not just a faceless group of people, not just like somebody who may work with you one day, like picture the person you\'re writing for, picture that ideal employee, that person you hope will be applying for your ad.
Like who is it? Like what do they like? You can go as far as like what they look like, whatever you had, if you like. That\'s that kind of thing. But for me it\'s just like, like I wanna speak to the person. Who I wanna attract. And when you think of it like that, you\'d be daft not to. Like, if you wanna attract a certain type of person, if you\'ve got a picture in your head, like of who you want to work and the role of who you wanna actually come and actually share your journey with, then think about that person when you\'re writing it and just write to that person.
And that\'s it. Nothing more difficult than that. I think that mindset shift or that mindset trick, if you like, is probably one of the most powerful of anything, all this, because if you do that, you\'ll probably do everything else naturally. So anyway, that\'s the big, big take home thing.
So before I finish up with some final thoughts, a couple of quick considerations that these statistics here are based on our own data. We\'ve not excluded anything from this data, but we are a small company with a small data set, relatively speaking. We also can\'t look at. How long each job posting was up for.
So some postings may have been up for longer than others without us actually being able to see that data on the backend. And things like seasonal change, time of day, things are posted type of roles, or say a marketing expert, we get less hits than in VA or an admin assistant. And we\'ve not been able to look at the details of that data to see how that may actually influence, what we\'re seeing in the statistics.
That said, we still saw all the traits that I\'ve described today. They are based on our observations and what I\'m telling you now is exactly the advice I\'m giving myself or my HR manager when they\'re, when we\'re next doing our hiring. So I\'m just sharing with you what\'s working for us. I\'d love to hear if this works for you, if you find any.
Tricks and tips to improve this further. Please do share that in the comments of whatever you are listening to this on right now or watching this on right now. A nd if you do wanna get a PDF version of the analysis that we did with statistics, with tables, if that interests you, but importantly with the all the takeaways, the formula, the structures, the examples, and some of our best performing ads in terms of the titles.
That\'s all available. If you head over to sys.academy/guides, you can then download that for free and take it away and use that in your business form today. So it\'s sys.academy/guides. You\'ll find some of that great frameworks on things on there as well, all for free, just to help you out.
So my final takeaway on this is really quite simple. The job advert that speaks to the person in terms of what they want rather than what you want as the company will win every single time. In my opinion, if you speak to a human rather than to a faceless group, it will win every single time. If you use human personal language and feelings and actually try to get people into your journey and into the work that you\'re doing, the purpose that you have and the mission that you are on.
It will win every time over just simply stating what you need and what they need to be good at in order to come and work with you. All in all, if you just speak from the heart, speak to a human, and actually use this formula to create titles that get great clicks. That is, I believe, the winning formula for getting the highest number of views of your job postings, and then hopefully some brilliant applicants through as well.
So go away. Take this formula, start putting some job postings up, and start getting some brilliant people applying for your jobs to improve your team and make the world a better place as a result. Thank you so much for your time today. I know your time is precious and I massively appreciate you spending it here with me.
If you know anybody else who is doing hiring at the moment or maybe in the future, maybe you\'d be kind enough to share this episode with them. It will help them. It will help me to grow my audience, which is fantastic. Because then I get more fun out doing these episodes. And that means that I\'ll bring even more great stuff to you in the near future.
Thank you so much indeed, and I\'ll see you again soon. Bye-bye.
VALUABLE RESOURCES
- Our Best Guides, Frameworks, and Templates—For Our Job Advert Formula: https://sys.academy/guides
LINKS TO CONNECT WITH THE HOST
- Podcast: https://www.systemizeyoursuccess.com
- Website: https://systemsandoutsourcing.com/
- Facebook Group: https://facebook.com/groups/systemsandoutsourcing/
- LinkedIn: https://linkedin.com/company/systemsandoutsourcing/
- Instagram: https://instagram.com/systems_and_outsourcing/
- YouTube: https://youtube.com/@drsteveday42
- TikTok: https://www.tiktok.com/@drsteveday42
ABOUT THE HOST
Steve moved to Sweden in 2015 and transformed how he ran his businesses—switching to a fully remote model. A former NHS doctor, with a background in computing and property investing, he now helps overwhelmed business owners systemise and outsource effectively. Additionally, through his courses and coaching, Steve teaches how to automate operations and work with affordable virtual assistants, freeing up time and increasing profits. He runs his UK-based businesses remotely with support from a team of UK and Filipino VAs. He is also passionate about helping others build scalable, stress-free companies using smart systems and virtual support.
For more articles/episodes related to writing job adverts and hiring virtual assistants, you may also like:
Everything I've learned from hiring over 160 Filipino Virtual Assistants (PART 1)