How one slightly uncomfortable change to our job posting completely changed our applicant pool.
Let’s talk about hiring.
Actually, let’s talk about whatever hiring has been for the past few years, because I’m not entirely sure we’ve been participating in the same activity as some of our applicants.
At Paramount Success Group and My Reservation People, we’ve spent years helping pet care businesses build stronger teams. We’ve also done plenty of hiring ourselves.
And lately? It’s been an adventure.
We’ve had interview no-show rates approaching 90%. We’ve had parents reach out on behalf of their adult children. We’ve had applicants whose resumes painted a very different picture than the person we eventually spoke to on the phone.
One candidate’s first question was, “Do I get a free computer?”
Not about the position. Not about the company. Not even about the pay.
The computer.
We’ve also spoken with applicants who explained that they were looking for a work-from-home position because they wanted more time to relax and find better balance in their lives.
Now, I’m all for work-life balance. Truly. But our Reservation Specialists spend their days handling live calls, helping pet parents, and booking reservations that benefit both the business and the pets in their care. It’s rewarding work, but it’s definitely still work.
And the list goes on.
At some point, we realized we were spending an incredible amount of time trying to identify qualified, interested candidates from a pool of people who didn’t seem particularly interested in the actual job.
Something needed to change.
So We Took Down Our Job Ad.
We deleted the posting and started over.
Not because the job changed. Not because we needed to make our company look more appealing. And not because we suddenly figured out where all the good applicants were hiding.
We simply took another look at how we were describing the opportunity.
Like most businesses, we had spent a lot of time explaining why someone would want to work for us.
We talked about our team, our culture, the opportunity, and the qualities we were looking for.
All good things.
But we weren’t spending nearly enough time explaining who wouldn’t enjoy the job.
So we added one section:
“This Position Is NOT for You If…”
And then we got specific.
We outlined the realities of the role and the expectations that weren’t negotiable. Things like needing a quiet, distraction-free workspace, being comfortable with a fast-paced environment, taking ownership of responsibilities, and understanding that working remotely requires just as much focus and accountability as working in an office.
We weren’t trying to be clever. We weren’t trying to intimidate anyone.
We were simply telling people what the job actually required.
And I’ll admit something.
I hated it at first.
It felt harsh. Almost rude.
I’m naturally inclined to make people feel welcome, and a job posting with a list of reasons someone shouldn’t apply felt like the opposite of that.
But we published it anyway.
And the difference was almost immediate.
Same Job. Different Applicants.
Suddenly, people were responding to messages.
They were showing up for interviews.
They were asking thoughtful questions about the position, the responsibilities, and the team.
Their experience matched what they had written on their resumes.
They seemed genuinely interested in the opportunity we were offering, rather than just the idea of having a remote job.
It was a night-and-day difference.
And the best part?
We now have three incredible new team members.
Three people who are qualified, engaged, excited to be here, and genuinely great additions to our existing team.
We didn’t overhaul our compensation structure. We didn’t invent a new recruiting strategy. We didn’t magically fix the job market.
We just got clearer about who we were looking for.
And, perhaps more importantly, who we weren’t.
Here’s What This Taught Us About Hiring.
One of the biggest mistakes businesses make when hiring is trying to appeal to as many people as possible.
It makes sense. You need help. You want a strong applicant pool. You don’t want to scare off someone who could be a great fit.
So you make the opportunity sound wonderful.
You highlight the benefits, talk about your amazing culture, and use phrases like “fast-paced environment” and “team player” without really explaining what those things mean.
Then you spend the next several weeks interviewing people who have completely different expectations about the job.
Or, in some cases, waiting on a video call for people who apparently had other plans.
Here’s what I’ve come to believe:
A good job posting shouldn’t convince everyone to apply. It should help the right people recognize themselves in the opportunity and give the wrong-fit candidates enough information to opt out.
That’s not being negative. That’s being honest.
And honesty is a pretty good place to start an employment relationship.
This Applies to Pet Care Businesses, Too.
Think about the positions you’re hiring for at your facility.
If you’re hiring a pet care attendant, are you upfront about the physical demands, cleaning responsibilities, and holiday schedules?
If you’re hiring a front desk team member, are you clear that the job involves handling difficult conversations, juggling competing priorities, and staying composed when the lobby is chaotic?
If you’re hiring a manager, are you describing the accountability that comes with leadership, or just the authority?
None of these expectations are unreasonable.
But they can absolutely make a position a poor fit for someone who wants something different.
And that’s okay.
Not everyone needs to want the job you’re offering.
In fact, you probably don’t want everyone to.
The Takeaway: Clarity Is Kinder Than Convincing.
I still believe a job posting should be welcoming. I still believe people deserve to feel respected throughout the hiring process.
But I’ve learned that being welcoming doesn’t mean avoiding the uncomfortable parts of the conversation.
Being upfront about expectations respects everyone’s time.
It gives applicants the opportunity to make an informed decision. It gives employers a better chance of finding people who will thrive. And it lays the groundwork for a much healthier working relationship from day one.
Our little experiment certainly wasn’t a scientific study. I can’t promise that adding a “not for you” section will solve every hiring challenge.
But I can tell you that it completely changed ours.
And after years of wondering what on earth was happening in the hiring world, I’ll happily take the win.
Sometimes the best way to find the right people is to stop trying to appeal to everyone.
At Paramount Success Group, we believe great teams start with intentional leadership. From hiring and onboarding to communication and culture, we help pet care facility owners build teams that work better for their people, their pets, and their business.
