November 24, 2020
4 min read

Step 2: How to Attract Applicants for Your Job Vacancy

As we mentioned in our overview of the steps to hiring a web/software engineer, this is when you craft your job ad as well as get it out into the world.


The job description that you came up with in Step 1 is critical here. Without it, you won’t be able to produce a focused, clear ad capable of attracting the right talent for your needs.


Again, to recap what we said in the overview, you have 3 main concerns at this stage:


  • To ensure that your job ad is likely to attract precisely the right types of candidates and put off those who don’t fit your needs.
  • To ensure that your job ad is compelling enough to get attention amidst other similar postings.
  • To ensure that you can distribute the ad on the right channels to reach the candidates you want.


We’ll help you get all of these right with the guide below.

Form the Bones of the Job Description

This basically means you have to put together a detailed description of the job and the sort of person you want for it.


Begin by taking a look at the description you came up with in Step 1. Condense it into a set of bullet points that cover essentials like the following:


  • The job title
  • The responsibilities and expectations of the job
  • A description of the everyday tasks that may be assigned to the person who gets hired for the job
  • The requirements, e.g. the technical skills or competencies you need, or the amount of experience you require in a particular field of development
  • The nice-to-have skills or competencies that could help give candidates an edge against others
  • The salary and benefits, if any
  • The schedule or prescribed work hours, if any
  • The location of the workplace (if it’s for a telecommuting position, state this)


Be as detailed as you like here. You can simply trim it later on if your hiring manager or the other members of your team think it’s too lengthy.


Generally, it’s better to be detailed (and thus, more restrictive) than vague (and thus, unnecessarily inclusive).


It will help limit applications to only those that actually fit the bill. No one wants to end up with an unmanageable number of unqualified responses to a job posting!


Turn the Job Description into an Ad by Adding a Pitch

The next step is to make your job description as compelling as possible. After all, you want as many qualified candidates as possible to respond to it. 


So, how do you do this? Just think about why someone would want to work for you!


Form your recruitment pitch based on the answer to that. Work it right into your job ad to entice software engineers to apply.


Remember that you have to produce something fairly concise, easy to understand, and attractive. To that end, you can think about points like these:


  • Are your employees using or putting together the latest, most interesting tech? A lot of engineers will find this appealing.
  • Does the company have an especially attractive mission? Does the vacancy contribute significantly to it?
  • What words can be used to describe your business’s culture? Try to describe it accurately but also in ways that may attract new talent.
  • Are there specific perks employees can look forward to, whether it’s a commuting allowance, paid leaves, flexible hours, or even just free coffee?


The basic idea is to try to find the things that differentiate your company from others and focus on them.


Put the Ad Out There!

Finally, you should work on the distribution of your job ad. That means getting the ad posting out into the world so it can begin to attract viable candidates.

There are many channels you can use to get eyeballs on your job posting. Begin with the obvious ones by using your networks: put the job posting out on social media accounts like LinkedIn, Facebook, etc.

You may also want to put it on job boards. There’s typically a price for this, but it can be a good way of getting applicants quickly.

Overtime, you may even find which boards yield the best talent. That can help you become more efficient in your recruitment efforts, as you can focus on them.

Note that you may need to perform active recruitment for certain positions, though. This is particularly true of the ones that demand rare skills or specialisations.

In that case, you can look for candidates on developer blogs, SourceForge and GitHub open-source projects (check the contributors!), and even tech conferences.

Of course, if you’re pressed for time and don’t fancy waiting, it may be wiser to tap on communities Skilledd’s, which include huge databases of web and software engineers all over Southeast Asia.

If you task us with finding people for your posting, for instance, we can easily filter our database by tech skills, experience, and a myriad of other data we have on our pre-screened engineers. 

Even if you’d rather look outside of our talent list, we can still help. To be precise, you can ask us to refine your job posting for best results. We’ve done it for many companies who trusted us with it, because we’re all tech specialists ourselves and focus solely on tech recruitment.

Either way, we can make getting potential candidates much easier. Just contact us at Skilledd for assistance.

Otherwise, you can proceed to the next step of this guide, which will be how to do initial screening on the applications your job ad gets.



As we mentioned in our overview of the steps to hiring a web/software engineer, this is when you craft your job ad as well as get it out into the world.


The job description that you came up with in Step 1 is critical here. Without it, you won’t be able to produce a focused, clear ad capable of attracting the right talent for your needs.


Again, to recap what we said in the overview, you have 3 main concerns at this stage:


  • To ensure that your job ad is likely to attract precisely the right types of candidates and put off those who don’t fit your needs.
  • To ensure that your job ad is compelling enough to get attention amidst other similar postings.
  • To ensure that you can distribute the ad on the right channels to reach the candidates you want.


We’ll help you get all of these right with the guide below.

Form the Bones of the Job Description

This basically means you have to put together a detailed description of the job and the sort of person you want for it.


Begin by taking a look at the description you came up with in Step 1. Condense it into a set of bullet points that cover essentials like the following:


  • The job title
  • The responsibilities and expectations of the job
  • A description of the everyday tasks that may be assigned to the person who gets hired for the job
  • The requirements, e.g. the technical skills or competencies you need, or the amount of experience you require in a particular field of development
  • The nice-to-have skills or competencies that could help give candidates an edge against others
  • The salary and benefits, if any
  • The schedule or prescribed work hours, if any
  • The location of the workplace (if it’s for a telecommuting position, state this)


Be as detailed as you like here. You can simply trim it later on if your hiring manager or the other members of your team think it’s too lengthy.


Generally, it’s better to be detailed (and thus, more restrictive) than vague (and thus, unnecessarily inclusive).


It will help limit applications to only those that actually fit the bill. No one wants to end up with an unmanageable number of unqualified responses to a job posting!


Turn the Job Description into an Ad by Adding a Pitch

The next step is to make your job description as compelling as possible. After all, you want as many qualified candidates as possible to respond to it. 


So, how do you do this? Just think about why someone would want to work for you!


Form your recruitment pitch based on the answer to that. Work it right into your job ad to entice software engineers to apply.


Remember that you have to produce something fairly concise, easy to understand, and attractive. To that end, you can think about points like these:


  • Are your employees using or putting together the latest, most interesting tech? A lot of engineers will find this appealing.
  • Does the company have an especially attractive mission? Does the vacancy contribute significantly to it?
  • What words can be used to describe your business’s culture? Try to describe it accurately but also in ways that may attract new talent.
  • Are there specific perks employees can look forward to, whether it’s a commuting allowance, paid leaves, flexible hours, or even just free coffee?


The basic idea is to try to find the things that differentiate your company from others and focus on them.


Put the Ad Out There!

Finally, you should work on the distribution of your job ad. That means getting the ad posting out into the world so it can begin to attract viable candidates.

There are many channels you can use to get eyeballs on your job posting. Begin with the obvious ones by using your networks: put the job posting out on social media accounts like LinkedIn, Facebook, etc.

You may also want to put it on job boards. There’s typically a price for this, but it can be a good way of getting applicants quickly.

Overtime, you may even find which boards yield the best talent. That can help you become more efficient in your recruitment efforts, as you can focus on them.

Note that you may need to perform active recruitment for certain positions, though. This is particularly true of the ones that demand rare skills or specialisations.

In that case, you can look for candidates on developer blogs, SourceForge and GitHub open-source projects (check the contributors!), and even tech conferences.

Of course, if you’re pressed for time and don’t fancy waiting, it may be wiser to tap on communities Skilledd’s, which include huge databases of web and software engineers all over Southeast Asia.

If you task us with finding people for your posting, for instance, we can easily filter our database by tech skills, experience, and a myriad of other data we have on our pre-screened engineers. 

Even if you’d rather look outside of our talent list, we can still help. To be precise, you can ask us to refine your job posting for best results. We’ve done it for many companies who trusted us with it, because we’re all tech specialists ourselves and focus solely on tech recruitment.

Either way, we can make getting potential candidates much easier. Just contact us at Skilledd for assistance.

Otherwise, you can proceed to the next step of this guide, which will be how to do initial screening on the applications your job ad gets.



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