Learn how to optimize job postings to attract the right talent using data-driven language strategies from Textio’s Recruiting Roundtable insights.
Let me say this upfront: you only get ~14 seconds to capture a job seeker’s attention in your posting. Fourteen seconds. That’s about how long it takes to tie your shoes. And in that fleeting moment, the candidate decides whether to keep reading.
I was thrilled to host a recent Textio Recruiting Roundtable alongside two of my brilliant colleagues, Aggie Manembu and Erik Schile. Together, we unpacked what the data is really telling us about today’s hiring landscape, and how language is often the overlooked factor derailing your funnel.
Missed it? Watch the full roundtable here:
Here are the lessons we learned during the roundtable:
We ran a quick poll with attendees asking them to name their biggest frustration with job ads. The answers were split: some said they had too many unqualified applicants, others said they struggled to get any qualified ones. That gap right there? That’s a language problem.
Here’s what we’ve learned at Textio after analyzing hundreds of millions of job descriptions over the past decade:
- Most companies don’t have a content strategy for their job posts.
- Teams are still using inconsistent, subjective language (sometimes even copy-pasting from ChatGPT).
- Bias sneaks into job ads in ways that screen people out, not in.
So we did something a little different in this roundtable. We put the AI to the test. Side-by-side, we showed the same job post written three ways:
- Human-authored
- ChatGPT-generated
- Textio-enhanced
Only one of them consistently outperformed in terms of clarity, inclusiveness, and alignment with the company’s actual values. (Spoiler: it wasn’t ChatGPT.)
We also highlighted five key criteria we recommend when evaluating your job descriptions:
- Clarity – Is the language plain and direct?
- Bias reduction – Are you using phrasing that disproportionately deters certain groups?
- Alignment to your values – Do the words reflect what you stand for?
- Performance benchmarking – How does this post compare to others like it?
- Actionability – Does it move qualified candidates to apply?
What makes Textio different is that we’re not guessing. Our platform draws from real performance data to recommend language that attracts the right talent.
As Erik pointed out during the session, many hiring teams are so focused on speed that they skip the basics. And Aggie said it best: “A team is only as good as its people.” Job ads are your first impression. They’re not a checkbox—they’re a competitive advantage.
One of the attendees asked: What if I’m not using Textio yet—can I still assess the quality of my job posts? The answer is yes. In fact, as part of the roundtable, we offered attendees a free 10-point checklist to evaluate their own postings. It’s something we’re happy to offer you too. Just reach out to sales@textio.com, and we’ll send it over.
Want in? We’re hosting our next Recruiting Roundtable soon, and you won’t want to miss it. Expect another lively, no-fluff session filled with data and practical takeaways. Keep an eye on our LinkedIn page for updates on how to register.
Because if your job posts aren’t performing, your funnel isn’t either. Let’s fix that—together.
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