Every time I see another post about using ChatGPT to write job postings, I start shaking my head. It’s clear to me that a lot of talent teams and hiring managers have gotten attached to the idea of getting things like the job post off the to-do list versus getting attached to creating the results they want. You know, hiring the right person as quickly as possible.
While everyone is talking about how they’re using ChatGPT now, I don’t see a conversation happening about results yet. People are happy to copy and paste something that sounds good and post about it on social media. What I never see is that conversation coming back to what happened next. People don’t come report back 3 months later on what happened when they operated with only speed in mind.
Most people don’t talk about the cost of copying and pasting job posts. They don’t know what a bad job post is costing their company. Hell, I didn’t know. But I did some math and shocked myself. I knew good job posts were important, but didn’t realize it would add up like this.
The Cost Of Hiring Adds Up
Let’s say you are hiring 10 people in the next 30 days. You’ll pay $25 per application according to Appcast, Inc and the average job gets about 30 applicants. Every 30 days a job is open because you didn’t post the right requirements? That’ll cost you $4k a month per job (Dept. of Labor).
If people quit because you pulled a bait and switch by posting one job and expecting something else? It will cost you 30% of their salary in year 1. With the median salary in the US being $65k, that’s a lot of money. $19,500 to be exact.
Cost Per Hire Impact From Bad Job Posts
If all those people talk, and they will, your cost per hire goes up by about $500 according to Harvard Business Review. I’m not even including cost per click because the number is such a variable. But those 10 people hired in 1 year? The value of a good job post adds up. Those 10 jobs could cost your company $250,000 a month, which means the value of a good job post is worth about $25,000.
If you’re looking for high impact cost saving activities to work on while you wait for hiring to bounce back, might I suggest learning how to write a job post? Or, hell, call me. We will do it for you and teach you what we know in training.You can’t afford to keep making these mistakes, that’s for sure.
Kat Kibben [they/them] is a keynote speaker, writing expert, and LGBTQIA+ advocate who teaches hiring teams how to write inclusive job postings that will get the right person to apply faster.
Before founding Three Ears Media, Katrina was a CMO, Technical Copywriter, and Managing Editor for leading companies like Monster, Care.com, and Randstad Worldwide. With 15+ years of recruitment marketing and training experience, Katrina knows how to turn talented recruiting teams into talented writers who write for people, not about work.
Today, Katrina is frequently featured as an HR and recruiting expert in publications like The New York Times, Chicago Tribune, and Forbes. They’ve been named to numerous lists, including LinkedIn’s Top Voices in Job Search & Careers. When not speaking, writing, or training, you’ll find Katrina traveling the country in their van or spending some much needed downtime with the dogs that inspired the name Three Ears Media.