Is this the most transparent job posting ever? You decide

With the Great Resignation in full swing, attracting candidates for a position can be more difficult than ever. Attract the to the right candidates is even more difficult.

Especially when your job posting is bland and stereotypical.

Your goal is to hire this great person, which means communicating with this person in a way that makes them really want to work and be a part of your team.

I know: sounds great in theory. But what does this level of clarity and transparency look like in real life?

This recent Basecamp job offer for an engineering manager might be the perfect model for your next job posting.

1. The remuneration, working conditions and hierarchical structure are clear.

Let’s start with the salary.

“What did you gain from your last job? This is a question that many employers like to ask themselves during job interviews, sometimes even during the first selections, in order to determine the salary they will offer a potential employee.

If the salary range for the position is between $ 48,000 and $ 65,000 and they know you are currently making $ 50,000 per year, they might offer you $ 52,000 or $ 53,000. Whatever they think will be just enough to get you to take the job – even if they were willing to pay $ 60,000.

And even though $ 60,000 is fair compensation for the value you bring to their business.

Why is it a problem? What a potential employee has earned in a previous job has no bearing on their value to a new employer. Maybe they took on this job to get some experience. Maybe they liked the short ride. Maybe they didn’t recognize their worth. Whatever the reason, it is their raison.

The level of pay they were prepared to accept in their last job does not affect what you should be prepared to pay them. Ultimately, an employee’s salary should reflect their value to you – and to Basecamp, that value is $ 324,450.

As for the working conditions? The job is “fully remote” and the candidate must live within a 4 hour overlap with US Central Time. The reporting structure is also clear: the candidate will report directly to the CTO and will initially be in charge of four main teams, and up to seven to eight by the end of the year.

A clear presentation of salary, working conditions and reporting structure sets the perfect tone. Candidates know how much they will earn. They know where and how they are going to work. They know who they will report to and who will report to them. Some of these variables may not work for some candidates.

And it’s good. The initial clarity and transparency may disqualify some otherwise great candidates … but it’s much better than hiring someone who later finds out that a fundamental aspect of the job isn’t right for them.

2. The hiring process is clear.

“We are accepting applications over the next two weeks and look to have our selection started before the end of March.” Once the applications are received, applicants who qualify for the second round will be notified in early February. (Which, admittedly, isn’t as good as promising everyone who applies will get a response, but it’s a step in the right direction.)

Granted, setting a deadline can be problematic, especially if you’re worried that it will take time to cast a net wide enough to attract the perfect candidate. But that’s okay: if you need to extend the deadline, revise your job posting and explain that you still haven’t found the perfect candidate.

Perhaps this will inspire the right person, the one who initially didn’t think they had any luck, to apply.

Even if it doesn’t, setting the parameters ensures that candidates know what to expect.

And speaking of expectations …

3. Performance expectations are clear.

The “About the Position” section of the job posting provides a detailed description of expectations, duties and skills. Programming language. Development methodology. New products and projects.

And above all the expectations. Minimize bottlenecks. Set priorities. Develop employees in specific ways. Oversee the hiring process for 12 to 15 new employees. Develop certain internal capacities. Achieve specific performance goals.

And then there’s this: the job “requires a career of in-depth technical expertise, so you can engage with our team leaders on the details and competently weigh the trade-offs. But the day-to-day work is people-oriented rather. only on the code. The general technical and architectural direction is defined by our CTO. “

This section is the key. Candidates who wish to be responsible for determining the technical and architectural direction of the company do not need to apply. Applicants who wish to schedule all day do not need to apply.

“The day-to-day work is people-centered rather than code-driven.”

Which means people who want to lead – people who want to accomplish things by motivating, developing and working with other people – should apply.

4. And then there is this …

A potential elephant in the Basecamp room implies the company’s ban last year from social and political discussions on work platforms. Basecamp took some public heat and a number of employees quit in response.

The job posting addresses this problem head-on:

We respect everyone’s right to participate in political expression and activism, but avoid having political debates on our internal communication systems. Basecamp as a company also does not weigh in on politics publicly, outside of matters directly related to our business. You should be at peace with both of these positions.

If you don’t agree with these positions, hey, don’t apply. Businesses have the right to create and try to maintain their own culture.

The key is that every potential employee understands the Basecamp culture from the start.

And that every potential employee understands the unique aspects of your culture from the start, because the right candidate will want to be a part of your culture and your team.

The opinions expressed here by the columnists of are theirs and not those of

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