Hiring in Florida: An 8-Step Blueprint for Firms in the Construction Industry | Step 2: How to Write a Job Post That Gets Noticed
- 17 hours ago
- 4 min read
Step 2: How to Write a Job Post That Gets Noticed
Now that you’ve nailed down the job description and know the kind of person you’re looking for, it’s time to write the job post, the part candidates actually see.
A good job post connects you with people who not only have the right skills but also fit your crew and company culture. In a competitive market, a clear, honest post can help you stand out and attract the kind of applicants you actually want to interview.
Use your job description as a guide. Pull out the key tasks, must-have skills, and a few lines about why your company is a great place to work.
What to Think About Before You Write
While creating the ad, refer to the Job Description for the basics.
What’s the job title?
What does a typical day look like?
What kind of experience or skills are needed?
Is it full-time, part-time, or seasonal?
Are certifications required, or is on-the-job experience enough?
What is the pay rate?
Does the candidate have to be bilingual for business reasons?
While drafting your post
Making It Readable: Short sentences, ideally between 13 to 18 words, keep people interested. Use clear, everyday language and avoid jargon that might confuse job seekers.
Keep paragraphs short and focused on key responsibilities and qualifications. When candidates can quickly scan your post, they’re more likely to apply if the role fits their skills and goals.
Use Bullet Points and Headings: Bullet points help break down important details like responsibilities and required skills. Headings make the post easier to navigate and more appealing to read. Stick to clear section titles like “Key Responsibilities” and “Qualifications” so candidates can find what they need fast.
Key Parts of a Strong Job Post
1. Job Title and Location: This is the first thing people see, so keep it simple and clear. Use standard titles like “Site Supervisor” or “Carpenter” instead of creative ones that might confuse people. Be sure to include the location or mention if the job is travel-based.
2. Start with a Short Intro: Your opening should grab attention and make someone want to keep reading. Keep it to a few sentences. Mention what makes your company a good place to work, whether it’s steady work, a tight-knit crew, or room to grow.
Example: “We’re a family-run construction company with steady projects and a strong team. If you’re looking for reliable work and a crew that has your back, we’d love to hear from you.”
3. Describe the Role: Give a clear picture of what the job involves. Focus on the main tasks and avoid listing every possible duty. Use action words like “build,” “install,” “manage,” or “repair” to make it more engaging.
Example: “As our Lead Carpenter, you’ll handle framing, finish work, and oversee a small team on residential remodels.”
4. Job Requirements: Break this into two parts: what’s required and what’s nice to have. This helps candidates know if they should apply, even if they don’t meet every single qualification.
Must-Haves:
3+ years of hands-on carpentry experience
Valid driver’s license
Ability to read blueprints
Nice-to-Haves:
Experience leading a crew
Familiarity with permit processes
5. Why People Want to Work With You: This is your chance to show what makes your company different. Talk about your values, how your team works together, or any recent wins.
Example: “We’re proud of our reputation for quality work and honest communication. Our team sticks together, and we make sure everyone has what they need to do the job right.”
6. Compensation, Perks, and Benefits: Set a fair wage based on local rates. Competitive pay helps you keep good workers. If you offer benefits like health insurance or paid time off, mention them. Today’s workers want to know they’re valued. Also note any important qualifications, like reference checks or drug testing after the offer is made. If your company participates in a drug-free workplace program, it is a Florida statute that you must include a notice about testing in the job ad.
7. Outline the Application Process: Let candidates know how to apply and what to expect after. This builds trust and helps avoid confusion.
Example: “Once you apply, we’ll take a look at your information and reach out within a week if it looks like a good match. The process includes a quick phone call followed by an in-person interview.”
Common Mistakes to Avoid
Avoid vague language. Be clear about what the job involves.
Don’t list overly broad qualifications that scare off good candidates.
Make sure to include pay, hours, and who the person reports to.
Update your job posts regularly based on feedback and hiring trends.
What’s Next? Be Where the Candidates Are
Even the best job post won’t help if no one sees it. Here’s how to get it in front of the right people:
Start local: Post on community job boards, regional websites, and social media. These work well for general labor and entry-level roles. Job boards help you reach active job seekers. Social media can catch the attention of people who aren’t actively looking but might be open to a new opportunity.
Go targeted: Use construction-focused job boards or reach out to trade schools and vocational programs. This will attract candidates with relevant training and experience.
Ask your team: Employee referrals often lead to great hires.
Keep in Mind
Entry-level roles often bring in more applicants, but not all will be qualified.
·Specialized roles may get fewer responses, but the quality tends to be higher.
