It’s easier than ever to find potential employees, with the new job boards popping up frequently. However, that doesn’t mean it’s easier than ever to find the right employees for your dealership. Posting a job online is like casting a line out into the ocean. According to a story posted on, without the right bait, there’s no telling what you’re going to reel in.

Here are 5 common mistakes made in online job descriptions that attract the wrong applicants — and what you can do to avoid making them.

1. Your description was a novel.

When it comes to electronic conversations, such as emails, shorter if often better. Think of job descriptions the same way. Don’t write more than four sentences about the job, highlight a few things they’ll be doing, and use bullet points. Keep it short to keep a reader’s full attention. You’ll have plenty of time to explain the details after they apply.

2. The job title was strange.

Don’t use a fancy name to make the job sound awesome. You only run the risk that potential applicants won’t understand what the job actually entails. Use simple terms or keywords to grab the right applicant’s attention. That doesn’t mean you need to be boring. You can still spice the title up a little to make it stand out. Think: "Calling all awesome equipment sales specialists." This still uses familiar, industry-related terms that convey the job description and responsibilities.

3. You showcased the pay rate.

This classic move makes almost all applicants close the ad immediately (unless of course, you offer way more than your competitors). Don’t give the pay rate before you actually chat with an applicant. Once you explain your culture and other perks to the job, you become more attractive, and the applicant will be able to evaluate all aspects of the job.

4. Your job was "cookie cutter."

It’s hard to write a great unique job description, but nothing worth doing is ever easy. Don’t just quickly come up with a generic job description. A bundle of buzzwords in a cookie-cutter description like, “looking for a team player” and “great attention to detail and communication skills,” could mean anything.

Be short, be bold and be different. If it’s a job that almost every company like yours has, go beyond summing up daily duties and give applicants a reason why they should want to work for you. Tout the differences that make you great, like flexible scheduling and energetic company culture.

5. You didn’t have a game plan for what’s next.

Of course the “apply now” button is obvious, but where does it lead? What if applicants have additional questions? What happens after they apply? How do they know their application made it to you? Make sure you include a real person’s name and phone number in your job post. That way, applicants have an idea about where to go next.

And when you get applicants, whether good or bad, don’t leave them hanging. Drop them a line either way.