As you enter the top talent battleground, don’t let an old-fashioned approach cost you crucial staffing victories.

Everyone wants to know the secret to attracting great workers right now.

Other than the table stakes of offering a nice salary, health care benefits and more flexibility than a Belarusian gymnast, one smart place to start is to identify where others are going wrong. lists seven “outdated pieces of remote hiring advice,” which offers an essential anti-checklist for companies desperate to land capable workers amid this dizzying scene of mass resignations.

Here are some major misses and pitfalls to avoid in your online recruiting efforts:

1. Posting in the wrong places.

Do you want to get a lot of candidates to apply—or the right candidates?

There’s nothing wrong with posting your opening on any or all of the largest job boards. But you might have more targeted success and streamline the process by focusing on niche or industry-specific job boards.

2. Looking only for “good” workers in the traditional sense.

There’s a difference between hiring a good employee and hiring a good remote employee. explains:

“For example, being self-motivated is a critical skill you’d want from any employee. However, being self-motivated in the office is different than being self-motivated in a remote workplace. Remote workers won’t have their boss physically popping into their home office to see how things are going. And given that there are plenty of distractions at home (laundry, pets, TV), it’s up to the employee to make sure they stay focused and get their work done.”

Before pulling the trigger on new hires, make sure your top candidates have a proven track record of remote-specific skills that will translate to your unique workflow and culture.

3. Having strict requirements.

The CIA might be able to require a certain GPA, a full background investigation and a polygraph test for new recruits. Your company likely can’t afford to be so choosy.

It’s fine to be selective and demand certain skills or levels of experience. But you could be missing out on exceptional applicants by establishing unnecessarily onerous restrictions. Does your new hire really need 10 years’ experience in management or proven skills with specific software?

Don’t let arbitrary expectations make you miss out on diamonds in the rough.

4. Not selling your company.

Now’s not the time for modesty.

The labor market is hotter than ever before, which means companies must present a compelling case for why workers should join their ranks. You have competition. Lots of it.

To grab applicants’ attention, focus on what’s in it for them. suggests, “For example, how will you help them grow professionally? What about the company culture do you want to highlight? How do you help teams and co-workers bond?”

Highlight whatever perks you think people might find most meaningful, and make sure your pitch includes specific details that anticipate common questions.

Carol Cochran, FlexJobs’ VP of People & Culture, explains:

“The job seeker has a big decision to make, too. What do you want to share about the company, the team, and the role that will help them decide?”

Your sales pitch (or lack thereof) could mean the difference between scoring a huge hire and another recruiting whiff.

5. Being unclear about expectations.

Companies love being vague and coy about what jobs actually entail. Don’t do that.


“Be upfront and honest about the expectations for the role. Include location restrictions and whether the role is 100% remote or hybrid. Also include information about specific hours a day employees must be available or online and why (meetings or helping customers).”

Crystallize expectations from the get-go and save everyone time and headaches. The bait-and-switch is always a terrible idea.

6. Lacking remote-specific perks.

It’s great if you have nap pods and pinball tables at your hip downtown office, but those sorts of things won’t do remote workers any good. Cochran from FlexJobs suggests offering perks such as snack subscriptions, paying for a co-working space, or “even a stipend that supports an active lifestyle as part of a remote-friendly perks package.”

You can also never go wrong with “use however you want” gift cards.

7. Ghosting applicants.

Want to know a quick way to get blasted on Glassdoor? Ghost a candidate and find out.

“Applicants deserve responses, regardless of how far in your process they get,” Cochran says.

It’s incredibly rude and just plain wrong to leave applicants twisting in the wind.

At the very least, send one of those, “Sorry, but we’re pursuing other candidates” emails. Also, be transparent on timetables to give candidates a reasonable idea of when they might hear back. These sorts of small courtesies and considerations can go a long way toward protecting your company’s reputation.

What are some other old-school recruiting tactics that companies should drop? Feel free to leave your pet peeves in the comments below.

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