How To Write A Job Post: Coronavirus Edition

I ran a poll on Twitter asking what you wanted to read this week. You asked for an update on job postings. Specifically, how do you talk about hiring now in a job post? 

I’ve dissected a million job posts. Written a few thousand. Never wrote a, “you were still hiring when there are seven million layoffs” version. But here we are. 

Weird times y’all. 

There are a real range of hiring experiences happening right now. While the majority of companies are making significant layoffs, some industries are hiring: healthcare, manufacturing, delivery, grocery, and more. Last week, these were the companies posting the most jobs: 

[Here’s how to find out who’s hiring now as a job seeker]

Do you know what that means? People are going back to those terrible templates. For the sake of time, they’re tapping into the old file and hoping copy and paste, then post-and-pray works.

It might. But think about this. 

People are putting themselves at risk to take your job right now. In some cases, their lives. Just because it’s an employer’s market doesn’t mean you can treat people like used cars on a lot. It’s time to value these roles and recognize their impact on society. 

The present environment proves it more than ever: we can’t live without them. 

How To Update Your Job Post: 4-Point Coronavirus Audit Edition 

I realize most of you don’t have a ton of time to take on bad job post templates. I understand. So, instead, I’m sharing a quick 4-point system and content you can use to audit and update your posts in 30 minutes or less. Or call me and I’ll write your job post for you.

Did you…

  1. Research the job title? How-to here. Just do it. Use the increased search volume to widen your candidate funnel with newly available talent.
  2. Explain what they do every day in 1 paragraph? Close your eyes and picture this person at work. Who do they help? What do they do every day? Write that. 
  3. Tell them what makes this job different? This particularly applies to high volume, low retention roles. The day-to-day responsibilities are similar from job to job. It’s more important that you tell them how you’re different.
  4. Update your job post and automation to address reality? This is the most critical piece of advice I have for you. You need to talk about what’s happening in your business. My friend Hannah (who you should follow here) shared this, and I love it. It’s a great example of what you can do to be real when talking to candidates in the context of crisis. More of my advice on writing like a human in a crisis here


Hey you, thanks for stopping and reading our job ad. We couldn’t ignore the elephant in the room with what’s happening with COVID-19. These are crazy times aye? We hope you and your families are home and well.

You’ll have gathered from this ad that we are still hiring. Our business is fiscally sound, and hiring you will help us keep delivering on our projects. We’re doing things a bit differently to adjust to our new ‘normal.’ Interviews will be done via video, and we are well set up for remote onboarding. So, although it’s possible when you join us it’ll be from your home office, we have everything in place so you’ll start day one feeling part of the team. We have regular team video catch-ups, pets are often included. Many people are home with their families, so children pop up occasionally as well – and that is ok!

We’ll be onsite again as soon as the COVID alert levels have returned to normal. You can join this team safe in the knowledge that our infrastructure and flexible work practices are already in place.

Check out more of our Coronavirus resources:

Job Postings Recruitment Marketing Advice

Katrina Kibben View All →

Katrina Kibben is the Founder and Principal Consultant of Three Ears Media. For most of Katrina’s career, she has been a marketer living in a recruiter’s world – listening to both sides of the talent equation to understand the real issues and find solutions for engaging and hiring better people. Today, she uses her technical marketing know-how and way with words to help both established and emerging brands develop and deliver content that fuels smart recruitment marketing that makes the right people apply.

Katrina has written for,, RecruitingDaily and many other digital publications. She is a recognized leader in recruiting and employer branding who speaks regularly at conferences around the world.

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