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For Employers

Hiring Advice

Practical guidance for writing better roles, screening more consistently, and keeping candidates informed.

Write For the Role

The best job posts are specific. Describe what success looks like, what the team needs today, and how the role fits the company.

Avoid long lists of vague requirements. Separate the absolute must-haves from the nice-to-haves so the right candidates can self-select quickly.

  • Use a clear title that matches the actual role
  • Include location, work mode, and employment type
  • State salary or package context where possible
  • Keep the description short enough to scan quickly

Screen Fairly

Screening should be repeatable. Use the same questions, scoring approach, and shortlist criteria across applicants applying for the same role.

  • Score candidates against the same role checklist
  • Keep interview notes brief and factual
  • Shortlist based on evidence, not guesswork
  • Close roles promptly when the shortlist is complete

Keep Candidates Warm

A silent process feels broken to applicants. A short update at each stage makes the employer look organised and keeps stronger candidates engaged.

  • Acknowledge applications promptly
  • Send interview times and expectations clearly
  • Close the loop with rejections or offers
  • Use the notifications and messages tools consistently
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Clear Job Posts

State the outcome of the role, core responsibilities, location, salary range, and must-have skills.

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Consistent Screening

Use the same role-relevant questions and evaluation notes for every applicant.

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Candidate Communication

Keep timelines visible and send updates instead of leaving applicants guessing.

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