Despite high unemployment, I know many companies who just can’t find good candidates to fill openings. There are many possible reasons such as unrealistic expectations or unusual experience requirements. Or, they may just be boring. Here is a snippet from a newsletter I received from DreamHost. Do you think they will get some energized and talented inquiries? I do.

“Here’s something you don’t hear much of anymore… “We’re hiring. And not only that, we’re hiring like crazy. Right now these jobs are holes with no pegs. Pumpkins with no guts. Glazed donuts with no…donut holes. We’re hiring across the board with openings in nearly every department. Human Resources, Marketing, Product Development, Software Development… You name it, there’s got to be SOMETHING here you’re good at. At the very minimum, all positions will require you to:

• have some years of experience under your belt
• be willing to commute to downtown Los Angeles or north Orange County, California
• be able to adapt and meld with a unique company culture that involves twice-weekly catered lunches and impromptu ping pong tournaments

“This news is so hot off the presses that we’re still coming up with official job descriptions for all of them. If you meet the above requirements and are looking for employment, it’d be a good idea for you to check in on our ‘jobs’ page throughout the month of October.”

This  excerpt is loaded with intriguing tidbits to attract talent. You may be thinking that’s just fine for a funky California company, but what about a more traditional and/or professional company? That reaction prompts three comments:

1. Traditional, professional, whatever kind of company you are, does not mean you have to be boring – Spice it up!
2. If your job posting looks like every other job posting, you will get the same response they do and nothing exceptional – Differentiate!
3. Your company has its own culture and advantages. if you don’t know what they are, ask your employees – Sell the value!

And if your company truly is a boring place to work with no advantages, then don’t waste your time trying to attract great talent. They won’t stick around!

Of course your current employees, at least those who are living and breathing, are likely to leave at the first opportunity as well. Your problem is to make your company a good place to work before you can sell the idea to prospective employees.

Attracting talent is a sales job and if you do it right, you won’t have to settle for mediocre talent. What are you doing to sell your company to great talent? What value do employees enjoy? What makes you different? What will inspire candidates to pursue you?